#1 Communications with Manager

Communicate 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):

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

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.

#2 Schedules

Aldridge Inc. operates 24/7/365. This means we must have enough people on every shift, every day, including weekends and holidays. When you accept a job here, you are agreeing to work the shift and days you were hired for, and to follow these scheduling rules. Schedules are based on business needs, and we do not guarantee fixed or "set" schedules. Time-off requests must be submitted online and are not approved automatically.

Shift Structure & Staffing Requirements

We operate on a three-shift schedule:

Each shift must be staffed seven days per week. Weekends and holidays usually need extra help:

Full-time Jobs Only

We offer only full-time jobs involving 4-5 workdays per week with schedules that can change based on business needs. Shifts are typically about 8 hours.

Employees must be available to work any day of the week, including weekends. Many 1st and 3rd shift employees will have days off during the week.

You may occasionally be scheduled for a sixth day to cover staff shortages, vacations, or unexpected call-offs.

Overtime (time-and-a-half) is paid for any hours over 40 in a workweek.

Shorter Shifts

Some shifts may be shorter (for example, 8:00 AM - 2:00 PM) based on business needs. Shorter shifts are not guaranteed and are not based on personal preference.

Time-Off Requests

Schedules

Schedules are posted at www.aldridgeinc.com, and employees will receive a text notification when a new schedule is available. It is each employee's responsibility to check the schedule and show up on time for every scheduled shift.

Cross-Training Requirement

All employees must become proficient in both serving and cooking and work either position frequently as needed to keep skills sharp and ensure proper coverage.

Shift Transfer Policy

Employees who want to change shifts must discuss the issue with the manager and submit a Payroll Transfer Request form. Shift changes are based on business needs and staffing requirements. Approval is not guaranteed and may not occur immediately, or at all. Approved transfers may be delayed until a qualified and trained replacement is in place.

Requests may be denied if they would leave a shift short-staffed, create weekend scheduling shortages, remove needed skills, or if attendance or performance expectations are not being met. Personal preference alone does not guarantee approval.

If approved, a shift transfer may change pay rate, shift premiums, review timing, vacation benefits, or scheduling priority based on the new position and schedule. A transfer does not reset prior attendance, discipline, or performance history.

If a shift transfer request includes reducing availability (hours or days), and is not approved, it will be treated as a voluntary separation ("quit"). Even if approved, it may be considered a "quit" for unemployment insurance purposes under applicable law.

#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.

#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. 

#6 Uniforms and Shoes

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

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

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

Mandatory are black non-slip shoes.

Prohibited are:

We offer shoes for purchase, order here.

#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:

#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

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. Taking anything from anyone without their permission.
5. Pocketing customer payments instead of entering them into the POS system.
6. Working with a coworker to bypass or cheat the order process.
7. Mishandling employee meals, including preparing, cooking, serving, or eating any part of an employee meal before it is rung up.
8. Unauthorized giveaways, including "just a free coffee" or "just some fries."

9.3 Procedures

1. Order Entry and Processing

• DO: Enter every item into the POS system before preparing or serving it.
• DO NOT: Prepare or serve anything until it appears on the POS/KDS system.
• Employee meals must always be rung up before preparing, cooking, serving, or eating any food for yourself.

2. Dine-In Orders

• Using the handhelds while at the customer is mandatory. Take the handheld device to the table.
• Writing down the order or trying to remember it and entering it later is not permitted.
• If a customer adds an item, add it in the POS before serving.

3. Carryout Orders

• Carryout orders must be taken at the cashier station or on a handheld device.
• Payment must be collected BEFORE preparation begins.

4. Phone Orders

• Phone orders up to $40 are accepted without prepayment.
• Orders over $40 require customers to pay online. Do not take credit card numbers over the phone.
• Politely explain: "For orders over $40, please come into the restaurant to place your order, or place it online at " https://gwtogo.com/.

5. Voids and Refunds

• Voids require documentation: a pink ticket plus a coworker's signature or initials.
• Refunds require manager approval.

6. Payment Handling

• CASH: Count the money, say the total out loud, and enter it correctly. Never keep any part of a customer payment.
• CREDIT CARDS: Never change tip amounts, never split payments incorrectly, and never run a card without the customer's permission.

9.4 Monitoring and Enforcement

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

• Management actively observes and documents employee actions.
• Excuses such as "I thought..." or "I was going to..." are not acceptable.
• Violations may be documented even if management issues a warning instead of termination.

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.

#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 Use

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

Beverage 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:

#11 Workplace Visitation Policy

While our restaurants are open to the public, they are not a place for personal socializing. To maintain a professional and efficient work environment, visits by employees, friends, or family must be limited and appropriate.

#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

#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.

#14 Extra Time on the Clock

Must Be Approved

Occasionally, extra time may be necessary, such as:

Approval Process

#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.

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.