Employee Handbook

Introduction

Purpose of Handbook

The employee handbook offers instructions on how to act and perform at work. The handbook may be updated or revised at any moment by the company. Any new or updated policies will take precedence over any previous ones as soon as they are released.

At-Will Employment

Nothing in this handbook is meant to be a contract of employment. You or the company may decide to end your employment at any time, with or without a reason and with or without warning. No employee of the business has the power to sign any contract for work for a set amount of time or to make any agreements to the contrary. Just as a company has the right to dismiss you, you have the option to resign your employment at any time.

Non-Discrimination

We value all employees and job candidates as unique individuals, and we welcome the variety of experiences they bring to our company. As such, we have a strict non-discrimination policy. We believe everyone should be treated equally regardless of disability, age, race, religion, creed, color, sex, sexual orientation, gender identity, marital status, family status, military status, national origin, genetic information and any other lawfully protected class. If you feel that you have been discriminated against, please let your manager or the president of the company, Tom Aldridge know as soon as possible. Every complaint will be appropriately investigated.

Equal Opportunities

Employment opportunities are open to all qualified applicants solely on the basis of their experience, aptitude and abilities. Qualified applicants are considered for all positions and for advancement without regard to race, color, religion, sex, national origin, age, sexual orientation, marital status, disability or any other basis protected by State or Federal law. Employment decisions are based on such factors as an individual's experience, achievement, performance, ability and attitude. Our Equal Opportunities policy covers all employment practices, including selection, job assignment, training, compensation, access to benefits, discipline, and termination.

Reasonable Accommodations

We will make reasonable accommodations for qualified individuals with known disabilities where such adversely affects the employee's ability to perform the essential functions of the job, or if the employee has a religious belief that affects the employee's job, unless making the reasonable accommodation would result in an undue hardship to the company. Any employee who feels they need an accommodation should contact management. We will examine each situation on a case-by-case basis. The company is not responsible to consider accommodation where the employee fails to request accommodation with proper medical certification.

Non-Harassment

The company is committed to providing an environment which is free from any unlawful harassment or discriminatory activities toward any individual. In keeping with that commitment, we do not tolerate workplace harassment. We consider sexual and unlawful harassment in all its forms to be a serious offense, actionable by termination.

Harassment is any act, comment or display that demeans, belittles or causes personal humiliation, embarrassment, or any act of intimidation or threat. It includes harassment related to any protected class as determined by law. Protected classes include but are not limited to race, national origin, color, religion, age, sex, sexual orientation, marital status, family status, military status, disability, medical condition/vaccine status, pregnancy or genetic information. Harassment does not need to come from a supervisor, and it can involve parties not employed by the company. Harassment includes interactions with customers and the public. A combination of incidents may together constitute harassment even where one of those incidents by itself would not be harassing. Bullying may be a form of harassment, and bullying is not permitted.

Any team member who believes that he or she has been subjected to or has witnessed unlawful harassment is responsible to report the incident(s) immediately. All incidents of unlawful harassment must be reported to your direct supervisor. Any team member who tolerates, conceals or fails to report an incident according to this policy is subject to discipline. Any team member who willingly falsifies information is subject to discipline, and a deliberately falsified report will likely result in immediate discharge.

Sexual harassment is a form of unlawful harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, indecent exposure and other verbal, visual or physical conduct of a sexual nature. The company strictly prohibits suggestive language, gestures, wardrobe, nonverbal cues or any other displays which create an environment of vulgarity and sexual harassment. Harassment through electronic communication or social media is subject to discipline, up to and including termination.

The access of pornography on company equipment at any time or on personal equipment during work time or at work premises is strictly prohibited.

Unlawful harassment can be physical and/or psychological in nature. Harassment can be considered "only a joke" by one or more parties and may be unlawful and/or warranting discipline if only one party, including someone only in observance, perceives the act to constitute harassment. "Third party harassment" is defined as two or more parties appearing to consentingly agree to an exchange which is deemed harassing by a witnessing/overhearing third party.

Anyone who reports unlawful harassment is free from retaliation. The company strictly prohibits retaliation and takes this offense very seriously. Retaliation will be disciplined, likely resulting in immediate discharge from employment.

The company will protect the confidentiality of complainant, respondent and all witnesses in these matters. All employees are equally responsible to protect privacy of all parties. A complaint of unlawful harassment will bring about an investigation, where the President will serve as the EEO Officer unless the President should appoint someone else. The company reserves the right to make decisions which secure the environment from any further potential harassment while investigation is ongoing. Should the investigation prove that unlawful harassment has occurred, the company will discipline those responsible and take corrective action to reduce the risk of future incidents.


About Us

Aldridge, Inc.

Display Ad Aldridge, Inc.

As a George Webb franchisee, we operate the following George Webb restaurants.

Our corporate staff is:


Workplace Policies

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

Aldridge, Inc.

#1 Communications with Manager

Image of Web PageOur Web Site

Let's save a shortcut to our web site on your phone's desktop. Open your browser on your phone and load www.aldridgeinc.com. To save the shortcut, for android, click the "3-dots" menu in the upper right corner and choose "Add to Home Screen"; for iPhone, hit the share icon (that's the box with up arrow), scroll up until you find "Add to Home Screen", click it and follow the prompts to save a quick link to web browser.

Image of Phone ContactPhone Contacts Entry

Next, 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

At night, managers set their text notifications to silent. So, if you need to communicate at night, call, as those are not silenced.

Image of Mail SlotMail Slot

Each person has one to receive written communications. Check it regularly.

Contact Form

If you have questions or concerns, talk to your manager. If you're not satisfied with that conversation, submit a contact form at www.aldridgeinc.com.


Aldridge, Inc.

#2 Where to Park


Aldridge, Inc.

#3 Schedules

Image of Schedule PageWe offer full-time jobs of 4-5 days per week, and eight-hour shifts, with a variable schedule meaning that you must be available to work any day of the week including weekends. Your off-days will vary from week-to-week. We try to group two days together as often as possible. We cannot offer fixed schedules of the same days off every week, whether that be weekdays or weekends off. The reason is it stalls the rotation causing others to ALWAYS have to work the days you always need off. If you demand such a schedule, it will likely result in discharge. We do however, have a request system you can use when you need the occasional specific day off for an appointment or other need.

We sometimes schedule a sixth day due to an absence, vacation, or help shortage. If this results in you working more than 40 hours in a week, you receive time-and-one-half overtime for the hours over 40.

We post schedules to www.aldridgeinc.com. You'll receive a text as the new schedule is posted.

Sometimes, in some stores, on some shifts, we schedule some short shifts like an 8 am-2 pm on 1st shift. However we don't offer these to one person exclusively for their personal reasons, such as transportation or other.


Aldridge, Inc.

#4  Arrival and Clock-in

Please arrive by ten minutes before shift and go ahead and clock in. This allows the prior shift to focus on last minute details while you take over customer service. Now, if you're an early-bird, wait until 10 minutes to the hour to clock-in. You'll clock in on the POS system using your POS number.


Aldridge, Inc.

#5  Attendance Policy

We expect regular attendance without absences and tardies, and a timely call in the event either occurs.

Absences

Report any absence by not less than two hours before shift! We also expect a seemingly plausible explanation including documentation if requested.

Tardies (being late)

The moment you realize you are going to be late, you must immediately call or text the manager with an estimated time of arrival (ETA).

Record Keeping Point System

We track every occurrence regardless of circumstances and apply points to each as follows:

Discipline

Warnings are issued at 3 points, 6 points, 9 points, and 12 points. Discharge may result after 12 points.

Get Points Back

A month of perfect attendance expunges two points from your record until back to zero.

No Show/No Call

Cause for discharge, prior warnings or not. If there are circumstances that made it impossible, provide evidence to consider.



Aldridge, Inc.

#6  Uniforms and Shoes

Image of Uniform

The Uniform Consists of

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

No Street Clothes

No outerwear such as a jacket, sweatshirt, or hoodie is to be worn over your uniform top. If you're cold, wear a short or long sleeve t-shirt under your uniform top.

Image of Cold Weather WearOr, after training, purchase from us a long-sleeve t-shirt in white or black, or a George Webb logo hoodie or George Webb logo zippered jacket.

No Hats Worn BackwardsImage of No Backwards Hats

First Uniform

Upon hire we'll issue your first uniform consisting of one apron, one shirt, and one visor, value $37.00, or optional $40.00 with baseball cap, The cost, will be deducted from your paycheck at the rate of $1.00 per hour. Such deductions will begin after training. However, in the event your employment ends prematurely, the cost of the uniform will be deducted from final pay whether training has completed or not.

Additional Uniforms

Image of Uniform OrderLater you'll want more uniform items. Additional items are at your expense. A variety of items are available and payment is via paycheck deductions at $1.00 per hour.

Uniform Allowance

To help cover part the cost of additional items, we subsidize the cost with a uniform allowance of $0.10 per hour worked. Everyone has a uniform account that reflect that, see the manager.

Aldridge, Inc.

Shoes

Image of Shoes Mandatory

Search for shoes here. We offer shoes for purchase, order here.



Aldridge, Inc.

#7  Personal Appearance

Hair for females, if long it must be pulled back and under control. No bonnets. If hair is tinted, it should be a natural color.

Hair for males, trimmed or cut to the collar. No do-rags. Facial hair properly shaved, or if beard, neatly trimmed. We do not permit beard nets.

Image of Finger NailsFingernails per State food code restaurant workers cannot wear polish or artificial nails. For a special occasion, go ahead, but not all the time please.

Avoid odor by wearing a freshly washed uniform each time you work, bathe regularly, and use deodorant.

Tattoos are at the discretion of management on a case-by-case basis and may need to be covered.

Facial and tongue piercings must be removed.

Jewelry to be limited:  For females, earrings up to 1" in length/diameter no more than two per ear. One tiny nose stud is acceptable for females. No other facial jewelry. For males, no earnings or facial jewelry. For both genders, one ring; and any necklace or neck chains tucked under shirt; no chains on pant loops; no pins or other accessories.

Pant legs must be hemmed and not drag on the floor. For males, pants must be pulled up around the waist and a belt worn.

No gum chewing on duty.


Aldridge, Inc.

Image of Shift Duties#8  Shift Expectations

Required is that you:


Aldridge, Inc.

#9  Breaks

Image of No Phone Sign Cell Phone Use

Using your phone is a form of break, so limit it's use. When you need to use it, walk off-floor, not use it in customer view.

Wash your hands afterwards.

Keep phone in your pocket, not perched on a counter.

Image of Ear Buds No ear buds or head phones. No YouTubes, TV, or listening to music.

Smoking

Image of Smoker StationSmoke breaks are during the 30-minute meal break only. There are no other smoke breaks during shift. Also, smoking is only in the designated area outside as follows.

Bathroom Breaks

Wait until no immediate demand for customer service. Inform coworkers to cover for you.

Image Beverage BreakBeverage Breaks

Employees may take a couple of beverage breaks to be had in the employee break area.

Meal Break

Required: A 30-minute meal break is required on every 8-hour shift. The meal breaks should be taken one worker at a time during the "break window". If too busy during break window, try a little later. Clock out for break, and back in after. You can leave the premises if you like but most people remain, in which case remain in the break area, not in customer seating


Aldridge, Inc.

#10 Beverages and Meals for Employees

It's important to understand that while our food and beverage products are readily available to employees by simple fact of working in our restaurants, this availability does not grant access to these items for personal use, beyond what is stated below, or to be given away, under any circumstances.

Free Beverages

During your beverage break(s), you may have free fountain soda or coffee. (Not free are juice, lemonade, hot tea, hot chocolate/cappuccino, and Sprecher sodas.) Cups and glasses must stay in the break room, not on counters in view of customers, and not in the kitchen.This benefit ends when the shift ends, and it does not include taking a beverage home with you.

Half Price Meal

During your meal break, you may have a half price (50% off) meal. Procedures must be followed.

Meal Procedures:

  1. Place your order before making or eating your food.
  2. Place your order on the POS system before starting your meal break.
  3. Limit your order to one sandwich and side, or entree which includes a side, and a dessert if desired. A not-for-free beverage is OK too if desired.
  4. Make your own food if you're the cook, or allow the cook to make it if you're the server.
  5. Use washable dishes not carryout packaging for your meal.
  6. When your food is ready, clock out for break.
  7. Have your meal in the break area, not in customer seating.
  8. Clear your dishes and clock back in after 30 minutes.

There is no other meal or meal discount outside of the break.

Food and Beverages for Take Home

The free beverages stops at the end of the workday. The half price meal is for your meal-break.  If you didn't take your meal-break, you don't get to take food home.

If you want to take a meal home with you:

  1. Have someone else ring it and make payment to them
  2. They must prepare/package it.
  3. Don't prepare or package your own food.

Aldridge, Inc.

#11  Visitors

To avoid distractions, we prefer no visitors at the workplace. However, if one pops in, we won't likely say anything if it's occasional and the person conducts themselves like a well-behaved customer including proper payment.


Aldridge, Inc.

#12  Workplace Integrity Standards

Any violations of our workplace integrity standards will be cause for termination of employment without further warning other than the issuance of this notice.

Camera

Think twice before you do things that jeopardize your job, and possibly your police record. There are numerous cameras and a microphone. Management makes observations and writes reports. Excuses such as "I thought" or "I was going to", will not excuse violations of our workplace security standards.

Sales Sabotage

Turning away or discouraging business is not permitted. Telling customers such things as "we're cleaning the grill", we're only taking carryouts right now", it's "shift transition",  etc. will not permitted. Take the business as it comes, doing your best to multi-task and muddle through... we don't turn away customers!

Food and Beverages for Employees

It's important to understand that while our food and beverage products are readily available to employees, this availability does not grant free access to these items for personal use, or to be given away. Employees are offered free fountain beverages and coffee while working, and a generous discount for a meal during their meal break. The benefit does not extend beyond that. For further reference, refer to the aforementioned Beverages and Meals for Employees policy.

Merchandise and Revenue Protection Procedures

Any violations of these procedures will be cause for termination of employment without further warning other than the issuance of this notice.

As a Server:

  1. There is no calling of any order into the cook or kitchen, other than minor preparation instructions. You also cannot go into the kitchen and prepare food items without having first placed the order into the POS system. There are no exceptions.

  2. Dine-in orders must be taken on the handheld device. Enter orders before serving anything, including beverages. Start new order, enter the beverage, serve it, then add the food items. Remember the rule: ring it, then bring it.

  3. For add-ons to orders, such as another beverage, a soup, or dessert... first recall the order, add the item, then serve it. Again, it's: "ring it, then bring it."

  4. A receipt automatically prints. Present it to the customer immediately. Do not wait until they have their food or until they're asking to pay.

  5. Collecting: For Dine In Orders: Collect at seat if payment is offered, or at the cashier station as customers approach. Carryout Orders: Collect at time of order before preparing or packaging food. 3rd Shift: During busy periods, collect at time of order. Politely say: "we pre-pay at this time, I'll be right back to collect". Point to the sign if necessary and say "I'm sorry, the policy applies to everyone". This saves the hassle of collecting later when late night customers, especially in groups, can be a bit difficult to deal with.

  6. Phone Orders: Take phone orders without payment up front to roughly $40. If over $40, politely explain the limit and suggest they order online, or to place the order in person. We do not take credit card numbers over the phone.

  7. No Sales: There are few necessary reasons for no sales. Each must be fully explained. Avoid unnecessary no sales by doing the following things while the drawer is open for settling transactions: a) Break down larger bills so the customer has smaller bills to tip with; b) remove cash to drop before closing the drawer; c) take the cash needed for exchanging with the change fund while settling a transaction.

  8. Voids: Any item voided after the order is sent to the kitchen must be explained via Pink void ticket, which includes getting a coworker signature.

  9. Refunds: Politely explain that we fix problems or remake food instead of making refunds. An exception can be made if a customer becomes unruly, in which case contact the manager for permission. Fill out a Pink void/refund ticket.

  10. Short Sales: This is the act of giving a free beverage or other item. This is not permitted at any time. The products are not yours to give. Doing so is theft.

As the Cook

It's crucial that you ensure that only items displayed on the Kitchen Display System (KDS) are prepared and sent out of the kitchen. This includes items for customers. This includes items for employees. Do not prepare anything that's been merely "called into" the kitchen (except minor preparation instructions). Do not prepare, or permit others to prepare, any customer food item, or employee food item, without such items appearing on the KDS. Report it to the manager if anyone violates this.

Don't Look the Other Way

Any behavior from coworkers that goes against our workplace integrity policies poses a threat to the well-being of our entire operation and team. We ask for your cooperation in reporting such incidents. This isn't about creating an environment of 'snitching,' but about ensuring an ethical workplace that benefits us all. If you witness or become aware of any actions that don't align with our integrity standards, we strongly encourage you to report them. Your report will be handled with the utmost confidentiality.

Bags and Backpacks

Bags and backpacks brought onto the premises may be searched by management for safety and security reasons. All individuals are expected to comply with these searches when requested.



Aldridge, Inc.

#13  Your Relations with Others

Your Behavior Towards Customers

  1. As soon as the door opens, look up and smile saying "Hi, I'll be right with you".
  2. Use standard service terms such as:  "How may I help you?"; "Let me fix that"; "Thank you"; "You're welcome".
  3. Never get angry or argue with a customer*
  4. When things go wrong, don't blame others. Just fix it.

Your Behavior Towards Coworkers

  1. It up to you to get along.
  2. Don't gossip, and don't pay attention to it.
  3. Never provoke an argument or escalate one*
  4. Know that no one is perfect.

*Provoking an argument or physcial atercation with a coworker or customer will be cause for immediate discharge. This handbook serves as the warning.


Aldridge, Inc.

#14  Departure and Clock Out

Hand off the place clean and well stocked for the next shift. To accomplish this, plan ahead referring to the server and cook shift duties tablets repeatedly during the shift, checking off items as you complete them, then submit the tablet page during the shift.

Everyone must remain until all of the work is done, and then everyone leaves together... do not run out the door before others.

The goal is to clock out by 10 after. You may remain on the clock past 10 after if the shift was extra busy and therefore it was not possible to get all the work done by 10 after.


Aldridge, Inc.

Extra Time Worked Report

#15  Extra Time on the Clock

Must be Approved

Sometimes we arrive and are asked to clock in right away to help; or we're too busy for the mandatory meal break; or we can't get everything done to clock out by 10 minutes after the shift.

In each case, the extra time must be approved. Fill out an Extra Time Worked Report (ETWR) to claim the time and explain a valid reason for it.

The act of not taking the break, or clocking in early, out out late... when there is no extra time worked report prepared and/or no valid reason, will result in the time not being approved.


Aldridge, Inc.

#16  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 tips.

  1. Every tip goes into the tip pool. Even if a customer says "this is only for you", say "thank you" and deposit it in the pool.

  2. Carry tips in your hand in plain view - not in your pocket.

  3. Tips remain in the pool container throughout the shift.

  4. At end of the shift tips are divided equally by two people (or one by mutual agreement). This also happens mid-shift when anyone comes on or goes off-duty.

  5. The IRS requires that 100% of the tips you receive are reported. Further, it's in your best interest for Social Security benefits, an improved credit rating, and for increased unemployment or worker's compensation benefits.

Discipline Procedures

We may implement disciplinary measures for violating any workplace policy including being "insubordinate" which means to intentionally disrespect the manager's request. Possible discipline is a verbal or written warning, a suspension with warning; or discharge. Depending on severity we may move directly to discharge without a warning.


Your Pay and Benefits

Aldridge, Inc.

Image of Pay Day ChartGetting Paid

Pay Periods

Payday is every other Monday. Your first pay day depends on when in the pay cycle you start the job. Click on the chart here 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.

Your Check on Pay Day

On pay day, your net check amount will be deposited to your bank or card.

Pay Stubs/Earnings Information

Image of Orbit LoginBrowser:  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 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 click here.

Sign up right now for Electronic W2

Click here


Aldridge, Inc.

Reviews and Raise Policy

Here's a breakdown of the key points in your review and raise process.

Reviews

We conduct reviews for our employees as their work anniversaries come around. The reviews are scheduled and are not forgotten. At around 45 days, a preliminary review occurs to provide feedback and discuss the possibility of a raise at the three-month mark. If a raise is not granted, there may be a follow-up review three-months later. This allows employees to focus on developing their skills and any areas of concern. The next review milestone is the annual review.

Raises

Raises are based on merit. Having good attendance, following rules, and doing your best in all that you do, are the paths to raises. Poor attendance, violating rules, being out of uniform, not communicating as asked, not doing shift duties, will deem you ineligible for a raise.

Especially attendance, is an absolutely critical factor in determining raise eligibility. One may argue, "Look at all I do", or "I've been here longer than others." However, the crucial distinction is that others consistently maintain good attendance, which we highly prioritize.

Early or Interim Raise

We may provide an early or interim raise to individuals who exhibit outstanding performance or possess substantial, verifiable past job experience.


Aldridge, Inc.

Vacations

Eligibility

Vacation eligibility of one week is granted after each full year of employment. After three years, vacation eligibility is two weeks. Each year, prior to the employment anniversary, you will be notified as to vacation eligibility. You then have a year, from then until your next anniversary, to schedule and take the vacation. Vacation time is not accumulative, meaning it will expire at the time of the next employment anniversary. Vacation time does not accrue, meaning it will be forfeited if employment ends for any reason.

Scheduling

The Company reserves the right to approve the scheduling of vacations. Vacations must be requested in writing not less than (30) days in writing using the form posted in the employee area of the restaurant. A new form is posted each month. Vacations shall be taken in full weeks only. Vacations will be taken one week at a time. Vacations may run mid-week to mid-week if desired. The are black-out dates as follows: Vacations will not be scheduled over Christmas Eve or Day or New Years Eve or Day; and others as deemed necessary which will be communicated if needed.                                                                       

Vacation Pay

Full time employees receive their eligible vacation time with pay. The pay is equal to an average of the base wages from the prior year. The amount you'll receive for vacation pay will be indicated on the annual vacation notice. Vacation pay is not cumulative, meaning it may not be carried over from year to year. Vacation pay does not accrue, meaning it will be forfeited if employment ends for any reason. Vacation pay gets applied to the next pay period after return to work.

Early Vacation or Extra Vacation Time

Early vacation or extra vacation time if granted will be on an unpaid basis. The number of early or extra days taken will be added to your employment start date for purposes of annual vacation eligibility.


Aldridge, Inc.

Promotions and Advancement

We have promotion opportunities to trainer, assistant manager, and manager. Our trainers earn a bonus. Our assistant managers earn an extra wage. Our managers make a significant wage or salary plus other benefits. Indicate your interest directly to Tom Aldridge at (414) 271-5050 extension 103 or email toma@aldridgeinc.com


Aldridge, Inc.

Leaves of Absence

If you should ever need a leave of absence, the policy and request form is here.


A Few Words about Training

Aldridge, Inc.

Training

We want you to succeed. We therefore provide one-on-one training conducted by a certified trainer, and carefully construct a training plan of five (5) cook training days and three (3) server training days, designated on the schedule as CTrn1, CTrn2... etc.; and STrn1, STrn2... etc. You'll follow the exact days and hours of your trainer. We typically begin with cook training.

Each day, you must be on time, in uniform, and listen and learn to meet our expectations of the job. If you are late, absent, not listen, or fail to meet expectations, you will be let go without warning. Your progress is evaluated daily.

Stay at your trainer's side at all times following his or her exact instructions. Do not wonder off on your own or do work that you are not explicitly instructed to do. As you progress, the trainer will allow you to work more independently. The final goal is to have you working independently with minimal instruction.

The training wage will be $15.00/hr*. You will not share in tips or surcharges. Tips and surcharges begin the day your training is complete.

*Note: If your employment is ended prematurely, regardless of reason or which party ends it, before all the training pay has been processed on payroll, the remaining hours will be paid at $10/hr.

Press through the training! It takes time to learn and adjust. Don't give up!

In addition to hands-on training, there will be a small amount of daily reading of training materials. See here.

Welcome and good luck.


Aldridge, Inc.

Separation of Employment

Everyone experiences frustration at times, so if you're thinking of quitting, please discuss your concerns with the manager. If that doesn't work out, kindly give two weeks notice so we have time to find a replacement. Giving two weeks notice may qualify you for up to $200 in severance pay (prorated to 37.5 hours) after working for at least six months. After giving notice, management may at its option choose to remove you from the schedule prior to the last day of work you specified.

Your final pay will be via direct deposit on the next regular pay day. We ask that you not visit the restaurant for 30 days. Rehire eligibility depends on how you conducted yourself at work and the way in which you quit.




Acknowledgment of Handbook

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