Aldridge, Inc.

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.

About Us

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

Workplace Policies and Standards of Conduct

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

#1 Communications with Manager

Image of Phone Contact 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):

Manager (phone)
Restaurant (phone)
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

Open your browser and go to www.aldridgeinc.com.
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.

#2 Schedules

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:

1st Shift: 6:00 AM - 2:00 PM
2nd Shift: 2:00 PM - 10:00 PM
3rd Shift: 10:00 PM - 6:00 AM

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

1st Shift: 2-3 employees per day, with 3-4 on weekends (Friday-Sunday).
2nd Shift: 2 employees per day.
3rd Shift: 2 employees per day, with 3-4 on weekends (Friday-Saturday).
Holidays: May require an extra staff member or two depending on business needs.

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.

#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

Employees should arrive 10 minutes before their scheduled shift and clock in using their assigned POS number to ensure a smooth transition.
If arriving earlier than 10 minutes before the shift, wait until the appropriate time to clock in.
Employees should not enter the workplace more than 30 minutes before their scheduled shift. If early, they may use the designated break area or visit as a paying customer.
Off-duty employees should not assist with work, linger unnecessarily, or disrupt operations.

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.

Teamwork is essential - all shift duties should be completed, and no employee should leave before the rest of the team.
If the shift is exceptionally busy, staying beyond 10 minutes is allowed to complete necessary tasks.
If the next shift's employee is late, you must stay until they arrive or until a manager grants permission to leave.

#5 Attendance Policy

Attendance is not optional, it is a fundamental job requirement. Every employee is expected to be present and on time for every scheduled shift. Unreliable attendance disrupts operations, burdens coworkers, and negatively impacts business. Your commitment to showing up as scheduled is critical to maintaining a functional workplace. Excessive absences or tardiness will not be tolerated and will result in disciplinary action, including termination if necessary.

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

Absences

Notification Requirement: Notify your manager at least two hours before your scheduled shift.
Explanation: Provide a plausible reason for your absence. Documentation may be required upon request.

Tardiness (Arriving Late) or Leaving Early

Late Arrival: Notify your manager immediately by call or text with your estimated time of arrival (ETA).
Leaving Early: Obtain verbal permission directly from your manager before leaving early.

Point System for Attendance Tracking

We track attendance to ensure fairness and accountability. Points are assigned as follows:

Absence:
- Reported at least 2 hours before the shift: 2 points
- Reported less than 2 hours before the shift: 4 points
- Double Points: If not reported by work time or an implausible reason is provided.

Tardy:
- One late arrival per week under 10 minutes: No points.
- Additional tardiness: 1-20 minutes: 0.25 points; 21-40 minutes: 0.50 points; 41-60 minutes: 0.75 points; 61-90 minutes: 1 point; 91-120 minutes: 2 points; Over 120 minutes: 3 points
- Double Points: If no call or text is made to the manager with an ETA.

Leaving Early:
- Points mirror the tardiness scale above.
- Double Points: If no permission is obtained before leaving.

Discipline for Attendance Violations

Warnings Issued: At 3 points, 6 points, 9 points, and 12 points.
Discharge: May occur if you accumulate 12 points.
Point Reduction: Two points will be removed for every month of perfect attendance until your record is cleared.

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

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

Prohibited Items

No Street Clothes: No blue jeans, ripped jeans, sweats, sports pants, or other non-uniform items
No Outerwear: Jackets, sweatshirts, or hoodies may not be worn over your uniform top. If you're cold, wear a short or long-sleeve t-shirt (white or black) under your uniform top
No Durags: Durags are not permitted. Any claim of need for religious, cultural, or medical reasons must be discussed with and approved in advance by management
Pants: Pant legs must be hemmed and should not drag on the floor. Male employees must wear pants pulled up around the waist and use a belt. No Low-Hanging Pants: We don't want to see your underwear.
No Earbuds: The use of earbuds or headphones for any purpose - music, videos, or calls - is strictly prohibited during work hours
No Backwards-Facing Hats: Visors or hats must always be worn facing forward, per state health code.

First Uniform

Upon hire, your first uniform will include one apron, one shirt, and one visor, valued at $37.00 (or $40.00 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

Image of Shoes Mandatory are black non-slip shoes.

Prohibited are:

White shoes or other colors
Shoes with logos or stripes
Slides or slippers
Crocs that are not black or have holes in them.

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:

Hair: For females, long hair must be pulled back and kept under control. Bonnets are not permitted. Hair color should remain natural-looking if tinted. For males, hair should be trimmed or cut to collar length. Do-rags are not allowed. Facial hair must be clean-shaven or, if a beard is worn, neatly trimmed. Beard nets are not permitted.
Fingernails: In compliance with state food codes, restaurant workers cannot wear nail polish or artificial nails. Special exceptions may be made for occasional events but not regularly.
Hygiene: To avoid odor, employees must wear a freshly washed uniform to each shift, bathe regularly, and use deodorant.
Tattoos: Tattoos are subject to management approval on a case-by-case basis and may need to be covered.
Piercings: Facial and tongue piercings must be removed during shifts.
Jewelry: For females, earrings must not exceed 1 inch in length or diameter, with no more than two per ear. A small nose stud is acceptable, but no other facial jewelry is permitted. Males may not wear earrings or facial jewelry. Both genders are limited to one ring, and necklaces or chains must be tucked under the shirt. Chains on pant loops, pins, and other accessories are not allowed.
Pants: Pant legs must be hemmed and should not drag on the floor. Male employees must wear pants pulled up around the waist and use a belt. No Low-Hanging Pants: We don't want to see your underwear.
No Earbuds: The use of earbuds or headphones for any purpose - music, videos, or calls - is strictly prohibited during work hours.
No Gum Chewing: Gum chewing is not allowed while on duty.

#8 Shift Expectations

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

Begin work promptly upon clocking in staying focused and ready to contribute.
Provide customers with prompt, attentive, and courteous service at all times.
Process orders efficiently while maintaining the highest quality standards.
Stay actively engaged during your shift-idle time is not permitted.
Between customers and during slower periods, complete tasks outlined in the Server Shift Duties click here and Cook Shift Duties click here tablets.
Check off completed tasks and submit the tablet at the end of your shift.
Maintain a clean, organized, and well-stocked workspace to ensure the next shift starts smoothly and efficiently.

#9 Workplace Integrity Standards - Summary

Maintaining honesty and following procedures is essential. Violations can lead to immediate termination and legal action.

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

This is the foundation of workplace integrity. Every single item must be entered into the POS system before it is prepared, served, or handed to a customer. No exceptions. No excuses. Further, the "Ring it, THEN bring it" applies to employee meals as well.

Failure to follow "Ring it, THEN bring it" is theft. It will result in termination and possible criminal charges.

Here are some other important policies to follow:

Monitoring & Accountability: Cameras, microphones, and management oversight ensure compliance.
Merchandise & Revenue Protection: Any theft, including not ringing up sales, taking food, or pocketing payments, is embezzlement and will result in termination.
Payments: Must be collected before preparation for carryout and at the table for dine-in.
Handling Cash & Cards: No altering tip amounts, misusing the register, or holding cash outside the system.
Voids & Refunds: Require proper documentation and manager approval.
No Unauthorized Giveaways: Even a free coffee is theft.
Sales Sabotage: Do not discourage customers; service is the priority.
Reporting Theft: Protect your job - report any violations.

For the complete policy, which you will read and have a quiz on during training, click here.

#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.

Cell Phone Use

Phone use, including calls, texting, web surfing, watching videos (e.g., YouTube), or using apps, is considered an interruption to work.
Phones may only be used during designated breaks, out of customer view.
Phones must be kept in your pocket during work hours - not on counters, workspaces, or in the kitchen.
Before returning to work, wash your hands to maintain hygiene standards.

Smoking

Smoking is permitted only during your 30-minute meal break. No additional smoke breaks are allowed during shift.
Smoking is allowed outside of the restaurant in these designated areas only:

Dr MLK St: To the left or right of the restaurant, not directly in front
Douglas Ave: Outside the rear service door near the "smoker's station"
Howell Ave: Outside the rear customer door near the "smoker's station".

Before returning to work, wash your hands to maintain hygiene standards.

Stay Inside 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

Bathroom use is considered an interruption to work and should only occur when customer service is fully covered.
Inform your coworkers before stepping away to ensure seamless service.
Before returning to work, wash your hands in the restroom and again at the handwashing sink in the work area in order to maintain hygiene standards.

Beverage Breaks

Beverage breaks are interruptions to work and must be limited.
Beverages may only be consumed in the designated employee break area - not in the kitchen, on the floor, or in customer areas.
Free coffee or fountain soda is permitted

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:

Employees working an 8-hour shift must take a 30-minute unpaid meal break.
Breaks should occur during the designated "break window," but adjustments may be made if the restaurant is busy.
Clock out before your break and clock back in after it is complete.
You may leave the premises for your break, but if staying, you must remain in the designated break area - not in customer seating or workspaces.

Employee Meals Ordering and Preparation

Permitted:

One meal per shift at 50% discount
The meal is for the 30-minute meal break only.

Not Permitted:

Eating mistakes, leftovers, or unclaimed orders is strictly prohibited. All such items must be discarded to maintain workplace integrity and trust.
Take-Home of Food or Beverages: The meal discount applies only to meals consumed on-site during the meal break. Any food or beverages taken home must be purchased at full price. A coworker must ring up and prepare your order - self-service is prohibited.

Procedures:

The Ring It, Then Bring It: The "ring-it, then bring-it" policy applies to employee meals as well. Don't make your food or take any food without first ordering it on the POS. Don't start throwing food on the griddle, or in the fryer or toaster without having first rung it.
Ring It Before Break: The above policy means you must place your order into the POS system before starting your break.
Preparation: Cooks may prepare their own meals; Servers must have their meals prepared by a cook. Self-preparation is prohibited.
Serving: The meal must be served on washable dishes - not in carryout containers.
Where to Consume Meal: In the employee break area. Not in customer seats.
Paying: Pay for your meal by the end of shift.

#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:

No work-related tasks: Off-duty employees must not engage in work-related duties while visiting.
No interference: Do not interrupt or distract on-duty employees.
Act as a regular customer: Order, pay, and leave within a reasonable time frame. No loitering or extended social visits.

On-Duty Personal Visitors

Personal visitors, including family, significant others, and friends, are not permitted while you are on duty. 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:

They should dine, pay, and leave in a timely manner.
Their presence must not disrupt workplace operations or require special treatment.

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

#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

Greet customers warmly as they enter: Smile and say, "Hi, I'll be right with you."
Use courteous language, such as:
- "How may I help you?"
- "Let me take care of that for you."
- "Thank you" and "You're welcome."
Focus on solutions when problems arise, avoiding blame or excuses.
Remain calm and professional - never argue with or express anger toward a customer.*

Behavior Toward Coworkers

Foster a collaborative environment - take responsibility for maintaining good working relationships.
Avoid gossip and refrain from engaging in it.
Recognize that everyone has imperfections and practice patience and understanding.
Do not initiate, provoke, or escalate conflicts with a coworker.*

* 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.

Cell Phones & Devices: Personal phone use is not allowed during shifts. Calls, texts, and internet use are only permitted during designated breaks. Devices must be stored away from work areas.
Earbuds, Headphones & Personal Music: The use of earbuds, headphones, or any personal music - whether played through speakers, phones, or other devices - is strictly prohibited to ensure safety and attentiveness.
Personal Belongings: Bags, purses, coats, and other personal items must be stored in designated areas and not kept in workspaces. Management reserves the right to inspect such items if deemed necessary.

#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 tips.

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.
Carry tips in your hand in plain view - not in your pocket.
Tips remain in the pool container throughout the shift.
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.
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

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.

Your Pay and Benefits

Getting Paid

Pay Day

Payday is every other Monday. Your first pay day depends on when in the pay cycle you start the job. Click on the chart to determine when that will be ->

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

Pay Stubs/Earnings Information

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.

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

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

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

Additional Employee Benefits

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.

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.

Vacation Policy

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

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

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!

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).

Workplace Principals