This handbook provides guidelines for employees in their behavior and performance at the workplace. The company has the right to revise or amend the handbook at any time. New or revised policies will become effective immediately when they are issued and will supersede previous policies.
Nothing contained in this Handbook is intended to nor does it create a contract of employment. Your employment can be terminated with or without cause and with or without notice at any time at the option of either yourself or the company. No employee of the company has the authority to enter into any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing.
George Webb opened his first restaurant in 1948 on Milwaukee's East side.
Along with great food, George was known for his sense of humor, including the two clocks that still hang in every restaurant. The real story about the two clocks has to do with being open 24 hours. However, a quick answer to people that ask is... "One clock for each eye" .
George Webb was also known for this baseball prediction ... "George Webb predicts our local baseball team will win 12 straight league games". People speculated for years that if the team wins 12 games straight, we would give away free burgers.
Finally on April 19, 1987, the Milwaukee Brewers won 12 straight games and three days later customers lined up at every George Webb while we served up 168,194 free burgers. The prediction continued and 31 years later on October 12, 2018 the Brewers won 12 straight again and on October 18 2018, we served up over 100,000 free burgers again.
George Webb's association with major league baseball continues through our "5 for $5 burgers offer". Anytime the team scores 5 runs, win or loose, home or away, we offer 5 burgers for $5 from the end of the game to midnight the next night.
Aldridge, Inc. is the operator of the following four George Webb restaurants. Tom Aldridge is owner and president of Aldridge, Inc.
Aldridge, Inc. is small business, and as such we wear many hats in making sure everything necessary is accomplished. It couldn't be done without our location managers and support staff:
Mary Berger is our hiring coordinator and security auditor; Melissa Bante is our office administrator and payroll specialist; and Dave Aleman is our Maintenance Director.
Right now let's create a contact entry in your phone. Call it "George Webb" and add the following entries:
When you're at work, also grab your coworkers phone numbers which are posted on the bullletin board.
If you have questions or concerns, speak with your manager first. If you are not satisfied with that conversation, contact the corporate office at (414) 271-5050 or visit aldridgeinc.com where you can submit a Contact Form.
We provide full time jobs. This means you will typically be scheduled for 5 days per week. However, some weeks may only be 4 days, and some 6 days, which can happen if we're temporarily short staffed.
Our standard shifts are eight hours as follows: 1st Shift: 6 am-2 pm; 2nd Shift: 2 pm-10 pm; 3rd Shift: 10 pm-6 am.
We also have some short shifts of six hours for 1st
shift 8-2's and for 3rd shift 12-6's. No one is guaranteed all full or
all short shifts.
Your willingness to work an alternative shift on occasion can help you get more hours if you would like.
If you work more than 40 hours, you are paid time-and-one-half overtime pay.
It is our hope that this will be your primary or only job. The idea of working a second job is easier than actually doing it. Alternatively, we can offer you extra shifts and overtime. Just ask.
The schedules are posted at aldridgeinc.com. You will receive a text as schedules are posted or changes made.
We do our best to rotate days off so everyone gets a variety of days.
We accept requests for specific days off for appointments, etc.. Make these by visiting aldridgeinc.com, click schedules, then requests. We do not accept requests by phone, texts or written notes.
We do not guarantee specific days off each week, as it stalls the schedule rotation causing everyone else to always work the days you want off.
Once the schedule is posted, you are responsible for working it. If afterwards, you realize you need to change a day off, it becomes a shift trade which must be approved by the manager. He/she will want to hear from both parties.
The Impact of Being Absent or Latewaiting in the wings to take your place at the last minute so plan to meet these requirements.
An awkward shift transition will occur if pre-shift activities such as cashiering in are done late. Therefore we want you to arrive 10 minutes before the shift begins. You get paid starting at 10 minutes if you're clocked in and working.
You're not going to make it by 10 minutes to the hour, call the store and the manager immediately to let them both know.
Report as follows and make the story real please. We've heard "I've been throwing up all day" so many times we can't count. No one throws up all day unless you ate food all day. The manager is entitled to a plausible explanation.
Notify the manager immediately and well before work time. We need time to find a replacement. We're not magicians.
It takes time to find someone and have them there and ready. Calling this late will likely turn into very bad situation.
A no-show is a major rule infraction, a violation of the standards of conduct an employer has the right to expect from its employees. Therefore, typically if you no call/no show, your employment will be terminated unless there are extenuating circumstances that you fully explain to our satisfaction. Present your explanation in writing within 24 hours to the manager for his/her consideration.
Get permission first. Coverage must be arranged.
We record every attendance occurrence no matter the circumstances and assign a point value. We also record the time you reported including if you met the "Call-by-Time".
We use a point system as follows:
Warnings are issued at 3 points, 6 points, 9 points, and a final warning at 12 points, which will state that your employment is subject to discharge without further warning.
Improve your attendance record by having perfect attendance. For each month of no occurrences, 2 points will be expunged from your record (until you reach zero points).
If the manager calls you or texts you, answer promptly. If you fail to communicate, you may be removed from the schedule temporarily, and if the behavior continues, permanently.
Everyone has a mail slot. Important communications are placed it. So check it each time you work. Your mail slot is identified with your two-digit safe number.
(To be worn on apron every time you work. Blank tags and a label printer are on the break table.)
(No blue jeans, sweats, sports pants, or ripped jeans. Pant legs must be hemmed and not drag on the floor.)
After training, you must wear black food service shoes. No athletic shoes or crocs. Visit an affordable local source like Walmart or Target, or order shoes right here at work and have the cost deducted from your paycheck, click here
If you're cold, wear a long sleeve shirt under your uniform top; or order a George Webb cardigan sweater.
These are not permitted by servers, cooks, and even when doing prepwork.
For females if it's long, tie it back. For males it must be cut at the collar and/or trimmed up neatly. A wig, weave or dreads must be under control. If hair is colored, it must be a natural shade. Facial hair for males must be neatly trimmed. Do-rags are not permitted.
Your visor or hat must be worn forward.
No nail polish or artificial nails (state food code).
To avoid odors, bath regularly, use deodorant, a wear a freshly washed uniform.
Tattoos are at the discretion of management on a case-by-case basis and may need to be coverered.
Must be removed.
Must be limited to: a watch and one (1) ring; necklaces or neck chains must be tucked under shirt; no earnings for males; earrings for females up to 1 inch in length or diameter and no more than two per ear; no chains on pant loops; no pins or other accessories.
We provide free of charge the first uniform items as follows: (2) red polo shirts; (2) bib aprons; and (1) visor. These items are yours to keep after you have completed your training, plus 80 post-training hours.
If you leave the job before those 80 post-training hours, return the uniform within 24 hours to the manager or the prorated value will be deducted from your final paycheck.
Additional uniforms are at your cost. The costs are reasonable. You don't have to pay up front, the cost will be deducted from your paycheck at a rate of .50 cents per hour.
We help with the cost of additional uniforms by providing a credit of .05 cents per hour. Ask the manger about your allowance balance at anytime.
There are pre-shift activities such as cashiering in. For this reason we want you to arrive 10 minutes before the shift begins. You get paid starting at 10 minutes if you're clocked in and working.
Pitch in and help the last shift get done and out. Don't be a drill sergeant checking everything the prior shift didn't do to your expectations. Instead, help!
There are always things to do in a restaurant so go find them!
Customer service and the shift itself goes smoothly when you work together. As a server, quickly take orders then help the cook in order to speed up food preparation. As a cook, be prepared to help out front as needed.
Don't compromise food safety and our reputation by using your phone in the kitchen or serving areas. It's OK to check it occasionally, in back out of view, and then wash your hands each time afterwards.
Keep your phone in your pocket or on the break table.
Do not leave it lying around out front.
Do not bring it out in the kitchen.
Do not bring it out in front of customers.
Wash your hands every time after touching your phone.
No music is to play from your phone.
Important Notice: The company takes it Workplace Integrity policies and procedures very seriously.Violations of policy or procedure involving employee meals, our products, order writing, and money handling, may be considered theft, and will be dealt with severely up to and including discharge, and even prosecution.
Any deviation from these policies may be cause for discharge
without further warning.
1. There Is No Free Food.
2. Free Beverages You May and May Not Have:
3. Mandatory Meal Break:
4. Employee Meal:
5. Too Busy for Meal Break?
6. Working a Short Shift:
7. Food or Beverage for take home:
Theft of any kind will be cause for Discharge and the incident reported to the police.
Some examples of theft are: Unauthorized discounts or "special" deals to coworkers, customers, friends or family; short ringings, "comps" (freebies) such as free sodas or coffee to anyone; unauthorized voids or refunds; reused receipts; register skimming; giving or taking food; cash from the register, taking tips that you are not entitled to, and more.
Management reserves the right to inspect personal belonging, including purses, backpacks, or other closed containers.
Every transaction is audited. Don't become alarmed when you receive an audit form. For example, we audit what you write on Waitrpads as compared to what you ring on the POS system. An example is the serving of a coffee, soda, soup or chili, that you wrote on the waitrpad but failed to ring on the point-of-sale (POS) system. Such errors can be avoided by comparing what you write to what you rang before you press the "DONE" key on the POS.
As we audit transactions, such errors will be presented to you for repayment. Frankly we rather that you had gotten the money from the customer.
Voids and Refunds must be fully explained on a "PINK TICKET". You may be held responsible for the amount depending on circumstances or if you fail to fill out a PINK TICKET.
The cash register must balance and the users of the register will be held responsible for shortages.
The is a system recording video and audio at all times in the restaurant. No one is just sitting there 24/7 watching and listening, but we do employ video auditors to conduct surveillance and prepare reports that may be presented to you.
Specifically, the company utilizes the services of Bloodhound Security and Investigations to monitor employee compliance with company policies and procedures. Think about this before doing questionable things like not ringing your employee meal
"The purpose of everything we do here is for serving our customers in the fastest, most friendly way we can.
Employees will provide service to all individuals regardless of disability, age, race, religion, creed, color, sex, sexual orientation, disability, marital status, national origin, and will not discriminate under any unlawful basis.
Getting along is your responsibility!
Employees cannot just work extra without the time being approved. Here are examples of extra time worked.
Example #1 - The restaurant is extra busy and someone asks you to start early, go ahead, but again it must be approved.
Example #2 - The store is so busy during the meal break window that you can't get the break in, that might be alright, but make a request for approval of this.
Example #3 - The store was extra busy such that you had to stay over to take care of customers, or stock and clean in order to not leave required work undone for the next shift.
Any of these examples can happen on occasion and perhaps are fine. However, to be paid for this extra time, it: a) must be reasonable; and b) there must be Extra Time Worked Report (ETWR) filled out and submitted. If the extra time is excessive, unnecessary, or ther is no ETWR prepared, the extra time will not be approved or paid for.
We don't want to cheat anyone out of legitamate and reasonable extra time spent to help customers, and make the place right for the next shift, but we won't accept needless padding of extra work time either.
We pool tips because of the teamwork approach we use in serving, cooking, stocking, cleaning and dishes in a small and open restaurant environment.
Trainees do not get tips until official off of training.
By law, 100% of your tips are part of your income and must be reported. Downplaying your tip report is a violation of IRS regulations and therefore against the law.
Reporting all of your tips will yield greater Unemployment Insurance, Worker's Compensation Insurance, Disability Insurance and -- eventually -- Social Security benefits, as well as a better credit rating for a car, home or apartment.
We encourage you to track your tips and hours worked every day. If you do, then on pay day which is every two weeks, you an divide the tips by the total hours worked and you'll know how much per hour you made. Doing this will help you know your true wage and to help avoid the tendency to spend your tips before you account for them.
Tracktips and hours on paper or a handy way is an app called "Server Life" available from the Google Play Store and Apple App Store, click here.
If you need a reminder about our policies, we prefer to give an opportunity to correct behavior as follows:
Depending on the severity of the issue, we may implement any one or more of these procedures or may move directly to discharge.
Each week is a unique and separate pay period that begins on Monday and ends on Sunday. Pay Day is every two weeks on Monday for two work weeks. The chart here show the pay days for the current year.
The amount of time you wait for your first paycheck, will depend on how early or late in the pay cycle your first day will be.
On Federal Reserve Bank Holidays, pay day is shifted to Tuesday. These are noted on the chart here.
We pay by direct deposit to your checking account.
If you have no checking account or prefer a pay card, we will issue our Master Card affiliated Rapid! Pay Card. Unfortunately, if you already have a pay card of your own, you won't be able to use it as we only direct pay to the Rapid! Pay Card.
To activate your card click here for online registration or for the quickest way visit the app store Android or Apple and install "rapid!Access". Once in the app, touch "Setup Online Access/Activate New Card". Alternatively, call toll-free (877) 380-0980 and follow phone prompts. This number also appears on the back of your card.
Some merchants, ride sharing services for example, may not allow use of Rapid Card unless your name appears on it. So after the first use of your card, call the customer service number located on the back of the card to request a card with your name on it. One will be sent out to you with your name on it.
Use your card without fees as you would a credit or debit card at any merchant that accepts cards. Get cash from your card without incurring fees by using an affiliated ATM. ATM Locator click here
See your manager to be given a new card, then call the number on the back to have your funds switched to the replacement card.
Call 877-380-0980 or see the back of your Rapid! PayCard web site click here
If you are asked to provide pay stubs, the easiest way is to give a "Gross Earnings Report". The manager can easily print one for you. Or, you can request one from the office by clicking here.
Your paycheck information including current and historical earnings, deductions, taxes, net pay, and your W-2 at tax time is available online as follows.
Register your account: Your username consists of your first and last name, no space, for example, johnsmith. Your initial password is the last 4 digits of your Social Security number. Upon first log in, you will be required to set a new password. Click here to register.
After you have registered per web page above, you can view your paycheck information via a phone app. Visit the Android or Apple store and install "HCMToGo". You'll need your username, the new password you set above, and our payroll "short name" which is 7417.
If you have forgotten your password reset it from the web page, click here, then click "Forgot your password?".
If you are locked out, submit a request by clicking here.
If you need a verification of earning for an agency, lender or landlord, refer them to our office. They can fax a request to (414) 271-5225 or mail a request to Aldridge, Inc. 1661 N Water St, Suite205, Milwaukee, 53202.
If this page doesn't help you, call the corporate office at (414) 271-5050 Extension 101, or submit a Service Request by clicking here.
Click below to learn about the following:
Everyone has frustrations at times. It's not easy to learn a new job. Don't give up!
After training is over there will be more to learn, so when you are told things, DO NOT GET AN ATTITUDE about it, just realize that the learning continues!
At about 45 days of employment the manager will meet with you and discuss your job progress.
At six months and annually thereafter the manager will prepare a formal performance review and a raise may be granted at that time.
Raises are based on the criteira shown here. Any one factor, especially Attendance and Integrity areas, can disqualify you for a raise.
We encourage you to take advantage of opportunities. Indicate your interest to the manager or call Tom Aldridge directly at (414) 271-5050.
We offer paid vacations to all employees, full and part time. Just prior to one year, you will be notified as to your vacation eligibility and the amount of your vacation pay. You will then have an entire year in which to schedule you vacation.
At one year of employment, employees become eligible to request one week paid vacation; after three years, two weeks of paid vacation.
Vacation must be requested in writing no less than (30) days in advance by submitting a posted Vacation Request form. A new form is posted each month for an upcoming month. The request must be made in the appropriate month per the posted form. The Company reserves the right to approve the scheduling of vacation.
Vacation pay (per week) is the average of your prior 52 weeks earnings. Vacation time will not carry over from one anniversary year to another. Vacation pay cannot be taken instead of vacation time.
Vacation is granted for the purpose of rest and relaxation and therefore vacation time and pay does not accrue. In order to receive vacation pay, you must be employed at the time of payment. Upon separation of employment, regardless of reason, all remaining vacation time and vacation pay is forfeited.
If you request and are granted vacation time or need a leave of absence prior to one year of employment, it will be granted subject to scheduling needs and on an unpaid basis. The number of days taken, will be added to your employment start date for purposes of future vacation and raise eligibility.
Everyone likes to be appreciated fro their efforts. Webb Bucks may be issued for excellent performance or going out of your way to help in an extra way, and may be redeemed for employee meals or uniforms.
Employees receive $20 in Webb Bucks for their Birthday
Employees receive $20 in Webb Bucks for their employment anniversary
The company complies with all mandated leaves of absence benefits including Family/Medical Leave (FMLA) and Military Leave. We also offer voluntarily leaves such as Funeral Leave; Disability/Medical Leave; and Non-medical Leave. The specifics including a form to request a leave of absence is available here.
Employees are free to resign for any reason, with or without notice, just as the company is free to terminate your employment.
Everyone gets frustrated and feels like quitting at times, but acting on that impulse will only hurt you in the long run. Before you resign see your manager. If all else fails, we ask for a two week notice which is for you to find a backup plan and for us to find a replacement.
If you have been employed for at least six months and give a two (2) week notice, you can receive up to $200 severance pay. (Prorated based to 40 hours and contingent on full attendance and acceptable work performance during the notice period.)
Rehire eligibility depends on how you conducted yourself at work, and the way in which you quit.