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Employee Handbook

Aldridge, Inc.

Workplace Principals

We are committed to a respectful, inclusive, and fair workplace. Our policies outline workplace expectations, non-discrimination, harassment prevention, and your rights as an employee. Employment is at-will, and we encourage open communication to address any concerns.

Click here to review the full policy.


Aldridge, Inc.

Display AdAbout Us

The company name is Aldridge, Inc., a George Webb franchisee. We operate the following George Webb restaurants.

Our corporate staff is:


Aldridge, Inc.

Workplace Policies and Standards of Conduct

Each employee has an obligation to follow these workplace policies and standards of conduct at all times.


Aldridge, Inc.

#1 Communications with Manager

Image of Phone ContactCommunicate directly with your manager regarding schedules, shifts, or any issues. Use text, phone, or in-person discussions to provide prompt and accurate updates. Your manager oversees many employees. You are responsible for managing yourself. Failing to communicate disrupts operations and impacts the entire team. Your diligence is essential - stay responsible and keep us informed.

Phone Contacts Entry

Let's create a phone contact entry entitled "George Webb". Add the following phone numbers to it.  (For Labels, choose "custom" and type these names):

  1. Manager (phone)
  2. Restaurant (phone)
  3. Corporate (414) 271-5050

Do Not Disturb Time

To respect personal time, managers set their text notifications to silent at night.  If you need to communicate urgently during this time, please call, as phone calls are not silenced.

Add Our Website to Your Phone's Home Screen

Image of Web Page
  1. Open your browser and go to www.aldridgeinc.com.
  2. Follow the steps below based on your device:
    • Android: Tap the three-dot menu in the upper-right corner and select "Add to Home Screen".
    • iPhone: Tap the share icon (a box with an up arrow), scroll down, and select "Add to Home Screen". Then, follow the prompts to save the shortcut.

Contact Form

If you have questions or concerns, start by discussing them with your manager. If your concerns remain unresolved after that conversation, you can submit a contact form at www.aldridgeinc.com.


Aldridge, Inc.

#2 Schedules

Image of Schedule Page

Aldridge Inc. operates 24/7/365, requiring a fully staffed team across all shifts to ensure continuous operations. Employees are expected to fulfill their scheduled shifts as discussed during the interview process, with weekend availability being essential. To maintain fairness, we do not offer fixed schedules, and staffing adjustments are based on business needs. Time-off requests must be submitted online for approval. By accepting a position at Aldridge Inc., you agree to adhere to these scheduling policies to support a well-functioning workplace.

Shift Structure & Staffing Requirements

We operate on a three-shift schedule:

Each shift must be staffed seven days per week, with weekends and holidays requiring additional personnel:

Full-time Jobs

We offer full-time positions with variable schedules of 4-5 days per week, typically consisting of 8-hour shifts.

Availability & Time-Off Requests

Employees must be available to work any day, including weekends. Most 1st and 3rd shift employees will have days off during the week. Occasional time-off requests must be submitted online at www.aldridgeinc.com with a reason provided, subject to approval.

Occasional Sixth Day

Employees may occasionally be scheduled for a sixth day to cover staff shortages or vacations. Overtime (time-and-a-half) is paid for any hours exceeding 40 per week.

Schedules

Schedules are posted at www.aldridgeinc.com, and employees will receive a text notification when a new schedule is available.

Cross-Training Requirement

Due to our small staff sizes, all employees are cross-trained in both serving and cooking to ensure coverage and flexibility.

Shorter Shifts

Some shifts may involve shorter hours (e.g., 8:00 AM - 2:00 PM) based on business needs, not personal preference.


Aldridge, Inc.

#3 Arrival and Clock-In, Departure and Clock-Out

Employees must clock in and out properly, only for actual work time. Staying past a scheduled shift requires managerial approval. Unauthorized extra time will not be approved for pay.

Arrival and Clock-In

Departure and Clock-Out

Employees should clock out no later than 10 minutes after their shift ends, ensuring the workplace is clean, organized, and fully stocked for the next shift.


Aldridge, Inc.

#4 Parking

Employees must park in designated employee areas to keep spaces available for customers. Parking locations for each restaurant are assigned as follows and must be followed.


#5 Attendance Policy

Attendance is not optional; it is a fundamental job requirement. Every employee is expected to be on time and present for every scheduled shift. Attendance issues disrupt operations, burden coworkers, and negatively impact business. Therefore, your commitment to showing up as scheduled is critical to maintaining a functional workplace. Excessive absences, tardiness, or leaving early will not be tolerated and may result in disciplinary action, including termination if necessary.

George Webb Restaurants maintains a no-fault attendance policy, in which points are assigned for absences, tardiness, or going home early, based on time missed - not the reason why. This ensures fairness and consistency for everyone and avoids putting managers in the position of judging which reasons are "good enough".

If you cannot attend, will be late, or need to leave early, you must notify your manager as follows with a valid reason.

Absences

Arriving Late (or Leaving Early)

Point System for Attendance Tracking

We track attendance to ensure fairness and accountability. This is a no-fault tracking system; points are not based on the reason for the absence or tardiness and will only be omitted if the event qualifies for protection under FMLA or another legally protected category. Points are assigned as follows:

Excused Absences and Doctor's Notes

George Webb Restaurants does not classify any absence, tardiness, or early departure as "excused". Under our no-fault attendance policy, points are issued for all attendance occurrences based on time missed, regardless of the reason or supporting documentation. A doctor's note may verify the reason for the absence but does not remove or reduce points. The only exceptions are absences that qualify under FMLA or another legally protected category.

Discipline for Attendance Violations

No Call / No Show Policy

Do not assume it is acceptable to miss a shift without contacting management. Excuses such as "I overslept", "I lost my phone", or "my phone battery died" are not acceptable. Borrow a phone, find a way to make contact, and get to work. Staying home without reaching out is not an option. If you are scheduled to work, you must show up. Failure to report for a scheduled shift without notifying the manager in advance may result in immediate termination, regardless of prior warnings or disciplinary history. 



Aldridge, Inc.

#6 Uniforms and Shoes

Image of Uniform

Wearing the proper uniform is crucial to maintaining a professional, polished appearance that reflects our restaurant's standards. Adhering to the uniform policy is mandatory.

Required Uniform Items

  1. George Webb red polo shirt
  2. George Webb black apron
  3. George Webb visor or optional GW baseball hat
  4. Black slacks or black jeans (no blue jeans, ripped jeans, sweats, or sports pants)
  5. Name tag.

Prohibited Items

First Uniform

Upon hire, your first uniform will include one apron, one shirt, and one visor, valued at $37.00 (or $45.00 with an optional baseball cap). The cost will be deducted from your paycheck at $1.00 per hour, starting after training. If your employment ends before the full amount is deducted, the remaining cost will be taken from your final paycheck, regardless of training completion.

Additional Uniforms

Image of Uniform Order As you continue the job, you will want to purchase additional uniform items. These are available at your expense and can be conveniently paid for through paycheck deductions at a rate of $1.00 per hour. A variety of options are available which you can see by clicking on the image of the order form presented here. On the form are some George Webb branded outerwear items (jacket, hoodie, and long-sleeve t-shirt). Also available are George Webb branded t-shirts click here.

Uniform Allowance

We help offset the cost of additional uniform items by providing a uniform allowance of $0.10 per hour worked. This allowance is tracked in your uniform account. For details or to check your account balance, please see your manager.

Shoe Policy

Image of ShoesMandatory are black non-slip shoes.

Prohibited are:

We offer shoes for purchase, order here.


Aldridge, Inc.

#7 Appearance and Hygiene Standards

Maintaining a clean, professional appearance is crucial to providing a positive customer experience and adhering to health and safety standards. Employees must follow these guidelines:


Aldridge, Inc.

Image of Shift Duties#8  Shift Expectations

Know the schedule and who is expected to work with you. At the start of every shift, employees are responsible for confirming that all scheduled coworkers are present. If anyone is missing, you must immediately notify the manager at the beginning of the shift. Do not wait. This responsibility applies to all employees and helps ensure proper staffing, service, and safety.

Employees are expected to uphold a high level of productivity and deliver exceptional customer service throughout their shift. The following guidelines outline key expectations:

#9 Workplace Integrity Standards

#9 Workplace Integrity Standards

This policy applies to all restaurant employees, including servers, cooks, cashiers, and anyone who takes orders, handles customer payments, or prepares employee meals. These standards protect you, the business, and our customers. Following these rules is a condition of working here.

Bottom line: Ring every sale correctly, every time, before any food or drink is prepared or served. Do not participate in violations, and report integrity violations to management when you see them.

9.1 The Rules You Must Follow Every Shift

The Most Important Rule: "Ring it, THEN bring it."

Every item must be entered into the POS system before it is cooked, prepared, served, handed to a customer, or taken as an employee meal. This applies to all food, beverages, dine-in orders, carryout orders, and employee meals. There are no exceptions for "small" items.

Not following "Ring it, THEN bring it" is considered theft. Violations are documented and may result in discipline up to and including termination. In severe cases, criminal charges may apply.

9.2 What Counts as Theft (Examples)

The following actions are considered theft and will result in formal documentation and, depending on severity and circumstances, removal from the schedule, termination, and possibly police involvement:

  1. Failing to ring up sales, even for a single item.
  2. Preparing or serving items before they appear on the POS/KDS system.
  3. Taking food or drinks without paying and ringing them up properly.
  4. Pocketing customer payments instead of entering them into the POS system.
  5. Working with a coworker to bypass or cheat the order process.
  6. Mishandling employee meals, including preparing, cooking, serving, or eating any part of an employee meal before it is rung up.
  7. Unauthorized giveaways, including "just a free coffee" or "just some fries."

9.3 Procedures

1. Order Entry and Processing

2. Dine-In Orders

3. Carryout Orders

4. Phone Orders

5. Voids and Refunds

6. Payment Handling

9.4 Monitoring and Enforcement

We take workplace integrity seriously. Our restaurant is monitored by cameras and microphones to ensure procedures are followed.

FINAL REMINDER

If you do not "Ring it, THEN bring it," you are subject to discipline up to and including termination.

This is the most important procedure in the restaurant. Learn it. Follow it. No exceptions.


Aldridge, Inc.

#10 Breaks and Interruptions to Work

To keep service running smoothly and efficiently, all breaks including phone use, smoking, bathroom trips, drinks, and meals must be managed properly. The following rules explain what is allowed and when.

No Sitting or Standing Around

There is no sitting around in booths, tables, counter seats, backroom, or any chairs period. Employees are paid to work and remain standing and ready to serve customers.

Cell Phone UseImage of No Phone Sign

Smoking

Stay Inside the Building During Shifts

Employees are expected to remain inside the building for the duration of their shift. The only exception is during your scheduled meal break, when you may go outside if you choose.

Bathroom Breaks

Image Beverage BreakBeverage Breaks

Free Coffee or Soda Policy and Procedure

Employees may enjoy free coffee or fountain soda during breaks. Premium beverages (e.g., white and chocolate milk, orange and other juices, Sprecher sodas, lemonade, hot chocolate, and cappuccino) are excluded. Beverages must remain in the break area and may not be taken into the kitchen or customer areas.

Meal Breaks

A meal break is a planned interruption to work and is required under these guidelines:

Employee Meals Ordering and Preparation

Employee meal rules are part of the same Workplace Integrity Standards, including the "Ring it, THEN bring it" policy.

Permitted:

Not Permitted:

Procedures:

  1. The Ring It, Then Bring It: The "ring-it, then bring-it" policy applies to employee meals as well. No food may be prepared or handled unless it has first been rung into the POS.
  2. Ring It Before Break: You must place your employee meal order into the POS system before starting your break.
  3. Preparation: Cooks may prepare their own meals; Servers must have their meals prepared by a cook. Self-preparation by servers is prohibited.
  4. Serving: The meal must be served on washable dishes - not in carryout containers.
  5. Where to Consume Meal: In the employee break area only. Not in customer seats.
  6. Paying: Pay for your meal by the end of shift.

Aldridge, Inc.

#11 Workplace Visitation Policy

Our workplace is open to the public, but it is not a place for personal socializing or extended visits while on or off duty. Maintaining a professional environment is essential to ensuring smooth operations and excellent customer service.

Off-Duty Visits

Employees who visit the workplace while off duty must behave as regular customers. This means:

Personal Visits (Including Romantic Visits)

  • Visits to see an on-duty romantic partner, friend, or co-worker are considered personal and must be brief and conducted in the same manner as any regular customer visit.
  • Extended visits or repeated appearances intended to socialize or spend time with an on-duty employee are not permitted.
  • Employees may not sit in the dining area or customer counter for prolonged periods or remain in view of an on-duty romantic partner.
  • If an off-duty employee or visitor remains beyond a reasonable dining period, they should be courteously reminded of the no-loitering rule and encouraged to leave.

On-Duty Employees Receiving Visitors

Employees who are on duty must not allow personal visitors, including family, significant others, and friends, to interfere with their work responsibilities. Personal visitors are not permitted during work hours.

Employees are responsible for informing their personal contacts about this policy. If a friend or acquaintance happens to visit as a customer, they must adhere to the following expectations:

Shared Responsibility

Both the visitor and the employee being visited are responsible for upholding this policy:

Enforcement

Managers have full authority to ask any off-duty employee or visitor to leave if their presence interferes with operations, distracts staff, or creates an unprofessional environment. Repeated violations or failure to cooperate with management instructions may result in disciplinary action.

By following this policy, we maintain a professional and efficient work environment for both employees and customers.


Aldridge, Inc.

#12  Your Relations with Others

Maintaining positive and professional relationships with customers and coworkers is your responsibility. While we provide guidance, it is ultimately up to you to ensure your behavior aligns with our standards of respect and professionalism.

Behavior Toward Customers

Behavior Toward Coworkers

* Any escalation of a situation with a customer or coworker will be cause for discharge


Aldridge, Inc.

#13 Use of Personal Items

To maintain a professional, safe, and efficient workplace, all employees must follow these policies while on duty. Non-compliance may result in disciplinary action, up to and including termination.


Aldridge, Inc.

#14 Extra Time on the Clock

Extra Time Worked Report

Must Be Approved

Occasionally, extra time may be necessary, such as:

Approval Process

Important: If extra time is worked without submitting an ETWR or providing a valid reason, the time will not be approved for pay.


#15 Tips and Tip Reporting

#15 Tips and Tip Reporting

We pool tips because of the openness of our operation and the cross-purpose of duties. While tips are the property of the employees, the company has established rules for handling them.

  1. Every tip goes into the tip pool. Even if a customer says “this is only for you,” say “thank you” and place it into the shared pool.
  2. Carry tips in your hand in plain view — never in your pocket.
  3. Tips remain in the pool container for the entire shift.
  4. Tips are divided equally at the end of the shift by two people (or one person if mutually agreed). This also occurs mid-shift when someone comes on or goes off duty.
  5. Federal law requires accurate tip reporting. The IRS requires that 100% of the tips you receive are reported. Accurate reporting benefits you directly through Social Security, improved credit rating, and unemployment or worker’s compensation benefits.

Honor System — Zero Tolerance for Tip Theft

The tip pool operates entirely on trust and honesty. No employee may take, pocket, hide, or keep any individual tip for themselves. All tips — without exception — must be deposited into the tip pool immediately.

Theft of tips is considered stealing from co-workers. Violations will result in disciplinary action up to and including immediate termination and likely police involvement.


Aldridge, Inc.

Discipline

Failure to comply with handbook policies may result in disciplinary action, up to and including termination. Specifically, we may implement disciplinary measures for violating any workplace policy. Possible discipline is a verbal or written warning, a suspension, or discharge. Depending on severity we may move directly to discharge without a warning.




Pay and Benefits

Aldridge, Inc.

Pay Day

Pay day is every other week on Monday.

Important Notice: Official Payday is Monday. Some banks may release funds early over the weekend, but this is entirely up to your bank. Early deposits are never guaranteed. Only contact the office, your manager, or anyone else about missing pay if your pay has not arrived by mid-day Monday.

Image of Pay Day Chart Your first pay day depends on when in the pay cycle you start the job. Click on the chart here to determine when that will be →

Direct Deposit

Image of Direct Deposit We pay by direct deposit to your bank or pay card. If you have no bank or pay card we will issue a free pay card, click here.

Pay Stubs/Earnings Information

Image of Orbit Login To access your Pay Stubs and Earnings Information online:

Register: At www.aldridgeinc.com/payroll . Your username is first name-no space-last name. Your initial password is Pa$$wordsrule22. Upon first log in, you'll set a new password. After registering, you may continue access from a PC, Laptop or Tablet browser at www.aldridgeinc.com/payroll

Phone App: After registering via browser above, download app HCMTOGO for Android or Apple. Select North America. You'll also need our payroll "short name" which is 7417. Login with the username and password you set above.

Prior to your first payday, you'll receive a reminder text with this same information.

Locked out? Follow these steps, click here. Still locked out? Submit a request, here.

Sign up for Electronic W2

Get your W-2 early after the new year by enrolling in electronic delivery! Click here to sign up .


Aldridge, Inc.

Wages

As a tipped employee, your total hourly earnings will typically range from $16.00 to $20.00+ per hour, consisting of three components:

Shift-Based Wages

Base wages vary by shift, depending on typical tipping patterns. If you work a different shift than usual, your base wage will reflect the shift you are working-not your usual rate.

Example: If you're normally a second shift employee but pick up a first shift, you'll earn the first shift's base wage for that day.

Tracking Your Earnings

To understand your true hourly earnings, we recommend the following:

Here are typical earnings examples (base wage + average tips and surcharges):

Additional Employee Benefits

We also offer:


Aldridge, Inc.

Reviews and Raises

Reviews

Raises

Early or Interim Raises

Exceptional performers or those with substantial, verifiable prior experience may qualify for early or interim raises.


Aldridge, Inc.

Promotions and Advancement

We value ambition and hard work, and we're proud to offer exciting opportunities for growth within the company. Positions available for promotion include:

If you're interested in advancing, we encourage you to take the next step! Contact Tom Aldridge directly at (414) 271-5050, extension 103, or email toma@aldridgeinc.com to discuss your goals and learn more about these opportunities.


Vacations

Our policy is to provide a paid vacation to all full time employees subject to the following:

For the complete vacation policy click here.


Aldridge, Inc.

Holidays and Holiday Bonus

We are typically open 24 hours, 7 days per week, including all holidays. We pay a bonus to server/cooks for working the following holidays:

Important Notes: 1. Requests for Days off or Vacations are not accepted over Holidays. 2. The bonus is subject to not being absent the entire holiday week, or tardy more than 10 minutes on the shifts defined above. Trainees are excluded from the Holiday Bonus. 3. Depending on the store and the particular situation, janitors are not typically scheduled on the day of these holidays.



A Few Words about Training

Aldridge, Inc.

Training

We want you to succeed! To set you up for success, we provide personalized, one-on-one training with a certified trainer. Your training plan includes:

Training begins with cook training, and you will follow the exact schedule of your trainer.

What to Expect

Your Role

Compensation

Final Goal

The goal is for you to work confidently and independently with minimal supervision.

Encouragement

Training takes time, and adjustments are part of the process - stick with it! We're excited to have you on the team. Welcome aboard, and good luck!



Aldridge, Inc.

Separation of Employment

If you're considering leaving, we encourage you to first discuss your concerns with the manager. If you do decide to resign, please provide at least two weeks' notice to allow time for a replacement. Employees who give two weeks' notice and have worked for at least six months may qualify for up to $200 in severance pay (prorated to 37.5 hours).



Acknowledgment of Handbook

Read and Sign click here

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