QuickLinks


Employee Handbook

Introduction

Purpose of Handbook

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.

At-Will Employment

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.

Equal Opportunities

Employment opportunities at George Webb/Aldridge, Inc. 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 Employment Opportunity policy covers all employment practices, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

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.

Non-Harassment

Employees are forbidden from engaging in any form of harassment against co-workers, guests, or any other person they come into contact with as employees of our company. Harassment can be a form of discrimination when it is based on age, race, national origin, sex/gender, religion, sexual orientation, disability, or membership in any class protected by federal, state or local law, or is in retaliation to a person claiming harassment or discrimination. This policy forbids sexual harassment, defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

  1. Submission to the conduct is an explicit or implicit term or condition of employment; -or-
  2. An individual's submission to or rejection of such conduct becomes the basis for employment decisions affecting that individual; -or-
  3. Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creates or contributes to an intimidating, hostile or offensive working environment.

If you believe you are being harassed, report the conduct to any manager at your location. If you do not feel comfortable speaking to a manager at your location, call the corporate office and speak to the owner. All complaints of harassment will be taken seriously and investigated promptly and as confidentially as possible. In some cases, we may not be able to guarantee complete confidentiality. However, we assure you that retaliation for making a harassment claim will not be tolerated from the accused or any other employee. If, after an investigation, we conclude there has been harassing behavior, that employee will be disciplined appropriately based on the circumstances. Discipline may include termination.

About Us

Display Ad

George Webb

George Webb opened his first restaurant in 1948 on Milwaukee's East side.

The Two ClocksImage of Two Clocks

Every George Webb has two clocks in the dining room. Why? Because along with great food, George was known for his sense of humor, including the two clocks on the wall 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" .

Baseball PredictionImage of George Webb PredictsImage of Giveaway

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, George Webb would give away free burgers.

Finally on April 19, 1987, the Milwaukee Brewers won 12 straight 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.

Aldridge, Inc.

Aldridge, Inc. operates the following four George Webb restaurants.

Image of Tom

Our corporate support staff consists of:

Contacts and Resources

Image of Phone Contact

Cell Phone Contact and Web Page

Create a contact entry in your phone, naming it "George Webb" and add the following entries:

  1. Manager phone number
  2. Restaurant phone number
  3. Corporate office phone number: (414) 271-5050
  4. Web Site: Aldridgeinc.com

Image of Web Page

Also, add to your home screen a link to the Aldridgeinc.com web site so can easily find your schedule, the employee handbook, training resources, pay information, etc.

Questions or Concerns

Speak with your manager anytime you have questions or concerns. 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.

Shifts and Hours

We have standard shifts of eight hours as follows:

We have some short shifts depending on store, shift, day of week, and availability of staff. These are: 1st Shift: 8 am-2 pm. 3rd Shift: 12 midnight-6am. Typically when three or four people are scheduled, we'll schedule one or two short shifts. We don't typically offer to anyone all standard or all short shifts.

Overtime:  On occasion, you may be scheduled for an extra work day, which may result in some overtime. Anytime you work more than 40 hours, you are paid overtime at time-and-one-half your regular pay rate.

Full Time Status:  Unless you are specifically hired for part time work, as a weekend dishwasher for example, we typically hire full-time server/cooks working five days per week. If in the future, you request regular schedules of less than five days per week, this may not be granted, or if it is, it may result in a new term of employment for purposes of seniority for raises and for vacation eligibility.

Second Job:  It is our expectation that this will be your only job. If a second job interferes with this job, you may be let go from this job. The idea of two jobs is far easier than actually working two jobs. So, before taking one consider that we can offer extra shifts so you can earn more.

Schedules

Image of Schedule Page

We do our best to rotate days off so everyone gets a variety of days.

As a new schedule is published, you will receive a text from this number (414) 937-5702. You can also check the schedule anytime by visiting aldridgeinc.com.

Make requests for specific days off for appointments or other needs at aldridgeinc.com. If after the schedule is posted you realize you need a certain day off, that becomes a shift trade. If you arrange such a trade, inform the manager who will want to hear from both parties.

We may ask you to fill in when someone is absent. Please have the courtesy to reply one way or another as to whether you can fill in.

Communications (with the Manager)

Phone Calls and Text MessagesImage of Smart Phone

Please answer or reply promptly if the manager calls or texts you when you are off-duty.

Do Not Disturb Time

The manager's text notifications are silent from 10 pm-6 am. So if you need to communicate with the manager during these hours, place a call instead, as that will be heard.

Mail SlotImage of Mailslot

Each person is assigned a mail slot which will contain important written communications from the manager. Check it each time you work.

Workplace Policies

#1  Arrival and Clock-in

The shift transition can be awkward with people coming and going. It's worse if anyone is late. Therefore, we ask you to arrive by ten minutes to the hour. You get paid starting then if you're clocked in and working.

Clock right in and take over customer service and food preparation so the shift going off can focus on last minute details.

If you are an early-bird arriving earlier than 10 minutes to the hour, please wait until 10 to to clock in, unless you are asked to start early.

#2  Attendance


Daycare Resources

Important to attendance may be daycare. For resources, click here.

#3  Uniform

Image of Uniform

A Uniform Is Required Every Time You Work

It consists of:

  1. George Webb red polo shirt

  2. George Webb black apron

  3. George Webb black visor (or optional GW logo baseball hat)

  4. Name tag, to be worn every time you work.

  5. Black casual slacks or black jeans. Not blue jeans, sweats, sports pants, or ripped jeans. Pant legs must be hemmed and not drag on the floor.

Image of No Backwards HatsNo wearing hats backwards.

No Hoodies, Jackets, or Street Clothes:  If you're cold, wear a long sleeve shirt under your uniform top; or order a George Webb cardigan sweater.

Your First UniformImage of Uniform Issued Form

As a brand new employee, we provide: (2) red polo shirts; (2) aprons; and (1) visor. These items are yours to keep free of charge after you complete your training plus 80 post-training hours.

If you leave the job before completing those 80 post-training hours, return the uniform within 24 hours to the manager or the prorated value will be deducted from your final pay.

Additional UniformsImage of Uniform Order Form

Additional uniforms are at your cost, but you can charge those to your paycheck. Modest deductions are made so you don't have to pay all at once.

Uniform Allowance

As you work, .05 cents per hour accumulates in an account for you. The accumulated amount will be applied to your additional uniform purchases. Check with the manger to how much is in the account.

#4  Shoes

Required are slip resistant shoes in solid black.Image of Shoes-No

For training, if you don't have solid black slip resistant shoes, you can wear sneakers or other slip-resistant shoes that you already have.

After Training, or at any time, you can purchase black shoes directly from us click here.

#5  Personal Appearance

Hair:  Your hair, including a wig or weave, must be under control. For females if it's long, it must be tied back for food safety reasons. For males it must be cut at the collar and/or trimmed up neatly. If hair is colored, it must be a natural shade. Do-rags are not permitted. Facial hair for males must be neatly trimmed.

Image of Finger NailsFingernails:  Must be trimmed and clean, and no nail polish or artificial nails (state food code).

Bathing and Odor:  Bath regularly, use deodorant, a wear a freshly washed uniform.

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

Facial or Tongue Piercings:  Must be removed.

Jewelry:  Must be limited to a watch and one (1) ring; any necklace 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.

No gum chewing.

#6  Shift ExpectationsImage of Grump

Expected is that:

  1. You get busy right away and stay busy through the shift.
  2. You render fast and professional service to customers without undo delay.
  3. You work to prepare food orders as fast as you can.
  4. You refer to the Shift Duties tablet, do the work it refers to, and check off and submit the page by end of shift.
  5. You continue to take orders right up to the end of the shift.
  6. You leave the workplace stocked and cleaned for the next shift.

Image of No Phone Sign #7  Cell Phone at Work

There is no cell phone use in the work areas. Period. It's a major health department violation. It's disgusting and gross to customers. When you need to use your phone, remove yourself to the back room so you are out of view of customers. Also, be sure to wash your hands each time after every use.

Keep your cell phone in your pocket or on the employee break table. It cannot be left sitting on a counter or table out front or in the kitchen at any time. That too, is unsanitary and against Health Department regulations.

Image of Ear Buds

Ear buds are not permitted either. Your attention must be paid to customers and other workers, not to music or personal goings-on.

#8  Smoking

Smoke breaks are not permitted during the shift, except that you may smoke during the 30-minute meal break. If you choose to smoke during your meal break, do it in the designated area outside the building as follows:

#9  Bathroom Breaks

Bathroom breaks should wait until there is no immediate need for customer service. Frequent or excessively long bathroom breaks are not permitted. Coordinate breaks with coworkers so they know to cover for you.

#10  Beverage Breaks & Beverages

During shift, you can have a free fountain soda or coffee. Not free are orange juice or other juices, lemonade, hot tea, hot chocolate/cappuccino, or Sprecher Root Beer. A constant supply of free soda or coffee is not the intention of the free beverage policy.

Health department regulations require that you keep your beverage in the employee break area, never in view of customers or in the kitchen. Also, if you use a disposable cup for your beverage, conserve it by using it a second time.

#11  Meal Break, Meal Benefit, and Meal Ordering Procedure

Required Meal Break

A 30-minute unpaid meal break per 8-hour shift is required. The requirement is by the company, not by labor regulation. Even if you don't feel like eating, the 30-minute break is still required. The break is unpaid, so you clock out for break and clock back in after break. Because the break is unpaid, you can leave the premises during the meal-break if desired.

If you Fail to Take the Break

The 30-minutes will be deducted from your time unless there are extenuating circumstances explained and verified as to why you couldn't take your full 30-minute meal break. Reasons such as working alone, coworker excessively late, or too busy for break, will be considered if you prepare an Extra Time Worked Report (ETWR) adequately explaining the reason. See #13 below about the ETWR.

The Meal Benefit

The meal benefit which is available only during the break, is one meal using employee discount of 50%. The meal is one dine-in meal consisting of an entree or sandwich including a side (or appetizer substituted for the side), as a half-price non-free beverage (as described in #10 above) if desired, all of which must appear on the employee meal ticket.

Short Shift and Meal Break

There is no 30-minute meal break when working a short shift. However, if you would like to eat you can either arrive a little early to eat before the shift by ordering a half-price meal from the person on duty; or during the break window in coordination with others, take just enough time up to 15 minutes to eat while staying on the clock.

Meal Ordering Procedure

  1. Order your meal on the POS before going on break, and before you prepare any food.
  2. Order only what you can eat on break as leftovers for take home are not permitted.
  3. The "not-free" beverages can also be ordered at half-price for your meal beak, if you like.
  4. If you are the cook, make your own food. If you are the server, allow the cook to make your food.
  5. When the food is ready, clock out.
  6. Have your meal in the employee area only, not in customer seating.
  7. Clock back in after 30 minutes.

#12  Food/Beverage for Take Home

There are no take out meals using the employee discount. This includes leftovers from your break. There also are no free beverages for take home.

If you want to order food for take out at end of shift, you can but it's at regular menu price. Order it on the POS system, pay for it, and have it prepared by the cook on duty. Do not prepare or package it yourself. Also, the free beverages policy ends when the shift is over. A free take out beverage at end of shift is not permitted.

Image of Extra Time Worked Report#13  Extra Time Worked Report

Working Extra Time (Before Shift, Missed Break, or After Shift)

There will be times when you clock in early, didn't get your meal break, or clock out late. Examples:

#1 - The restaurant is extra busy when you arrive so you were asked to start before 10 minutes to.

#2 - The store was extra busy during the break window so you couldn't get your meal break, or your full meal break.

#3 - The store was extra busy right to end of shift, or perhaps someone was late, so you worked past 10 minutes after.

In such cases, prepare an Extra Time Worked Report (ETWR). Our intention is to pay you for all extra time worked. However, the extra time will not be approved if an ETWR is not prepared, or the time was unnecessary.

#14  Wasting Time

Wasting time while being paid to work will not be tolerated. Such actions of:

#15  Rides and Visitors

Visitors are not permitted during your shift. Please inform friends or family of this policy.

If you get a ride to/from work, inform your driver to wait in the car.

#16  Workplace Integrity

TheftImage

Theft of any kind will be cause for discharge, and the incident will be reported to the police. Some examples of theft are:

Failure to Perform

Activities such as cashiering out early, leaving the workplace early, not making sure all the work is completed, telling customers we're not taking orders or certain types of orders, that we're out of some products when we are not, telling customers we're closed, closing early, or any action or activity that curtails sales, will be cause for termination of employment.

AuditsImage of Guest Check Audit

We audit every transaction including all cash and credit card sales, no-sales, cancels, voids, refunds, cashiering in and out, cash handling, making change, tip handling, register shortages, employee meals, and food inventory.

As we find any errors or omissions, we present these to you for discussion or repayment if necessary.

Inspection of Belongings

Management may inspect personal belongings including purses, backpacks, or other closed containers.

Image of Video Surveillance Video Surveillance

There are cameras and a microphone with video and audio being recorded at all times. We use an outside service to conduct periodic monitoring and surveillance of POS usage, money handling, and compliance with handbook and security procedures.

#17  Relations with Others

Non-Discrimination

Employees will treat everyone, coworkers and customers alike, including providing customer 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.

Your Behavior Towards Customers

  1. Look sharp, leaving the wrinkled look for the streets.
  2. Leave your problems at the door - no one wants your drama.
  3. Don't stand in front of the store looking bored. Make yourself busy.
  4. Look up and greet every customer the moment the door opens. Even when busy with other customers, say... "Hello, I'll be right with you".
  5. Use respectful language, examples: How may I help you?; I am sorry; Let me fix that; Thank you; You're welcome.
  6. Refer to customers as "sir" or "mam", not "honey", "sweetie", "dear", etc.
  7. Never show frustration, attitude, or argue with a customer!
  8. Don't have personal conversations around customers.
  9. Don't ask for or discuss tips.
  10. Don't blame others for things that go wrong. Just make it right.

Your Behavior Towards Coworkers

Getting along is your responsibility! We want happy coworkers that are in a good mood and do everything to get along and nothing to create drama, including:

  1. Don't provoke an argument or escalate one;
  2. don't be rude or indecent to others;
  3. don't gossip, and don't pay attention to gossip;
  4. don't use foul or abusive language;
  5. overlook what you perceive as the shortcomings of others, no one is perfect.

#18  Non-Escalation Policy

A positive outcome in any interaction is our goal. If an unhappy customer or coworker has an attitude or  gets loud,  you must remain calm and professional. Never react in a way that might escalate a situation. Do not argue back, rant or rave, speak loudly, and never engage physically.

#19  Clock Out and Departure Process

When it's time to go home, we need things handed off properly, which means to inform the new workers as to the status of all current customers; all shift duty items must be completed and checked off on the duties tablet; and then everyone leaves together -- no one should clock out and leave before others.

#20  Tips and Tip Reporting

Tips are the property of the employees who earn the tips. However the company has established rules for the handling of tips as follows.

Tip Pool:  We pool tips because of the openness of our operation and the cross-training and cross-service where servers and cooks alike work as a team to take orders, prepare food, collect payment, complete shift duties, and do dishes.

Collecting/Storing Tips:  1) Every tip must go into the tip pool immediately upon collection. 2) If a customer says "this tip is only for you", say "thank you" and after the customer is not looking, deposit the tip in the pool. 3) Tips must be carried in your hand in plain open view - never in your pocket.  4) The tip are to remain in the container throughout the shift.

Splitting Tips:  The tip pool container is emptied and tips split among the workers at end of the shift when everyone agrees it's time to split the tips. At least two individuals will do the splitting (or by one person with mutual agreement). The tip pool is also emptied and a new one started whenever someone comes on duty or goes off duty mid-shift.

Suspicious Activity:  Do not partake in suspicious activity regarding tips. Specifically: 1) Stay out of the tip container other than to deposit tips; 2) if you want to make change from the tip container, do it only via agreement of the others on each such occasion, holding the bill in the air, announcing your intentions, and asking if it is OK. If it's not OK, don't do it; 3) don't hint around or discuss tips in front of customers; 4) at end of shift, don't hang around just to get the last tips from customers you just waited on, those are the tips of the next shift when the customer pays later.

Trainees and Tips:  Trainees do not share in the tip pool until they are officially off training. Trainees may, per the agreement of the trainer and others on duty, collect tips from tables and remove credit card tips from the register for depositing into the tip pool. However, if the trainer or others do not want that, then the trainee should leave the tips on the table or in the register, allowing the trainer to handle those.

Tip Reporting:  100% of the tips you receive, down to the penny, must be reported daily on the POS system. Downplaying your tips is a violation of IRS regulations. Reporting all of your tips is to your advantage as it likely means a better credit rating, greater unemployment insurance or worker's compensation should you ever need those, and a larger Social Security check when you retire. Aldridge, Inc. is a T.R.A.C. participant. T.R.A.C. stands for Tip Rate Alternative Commitment. It provides employer protections from employer-only audits and assessments of taxes on tips which means that employees will be held responsible for the under-reporting of tips, not the company. Click here to read more about TRAC if you like.


Discipline Procedures

We may implement one or more discipline procedures as follows:  A written "Feedback", which is merely an informational reminder; a Written Warning; a Suspension with Warning; or Discharge. These procedures may or may not be issued progressively, meaning that depending on the severity of the issue, we may move directly to discharge without a warning other than the issuance of this handbook.


Wages

As discussed in the application and interview process, the overall hourly compensation for Server/Cooks, which is the primary target of this handbook, is comprised of an hourly wage, plus cash tips which you will take home each day, plus "surcharges" which are service fees added to customer's carryout orders. Your hiring manager should have explained to you what the training wage will be, as well the after training wage. It's important that you understand that you will make tips and surcharges over and above the hourly wage. Here is a chart of actual employee's earnings over the last 13 weeks. The chart is updated daily. Click here.

Your Pay

Image of Pay Day ChartPay Periods, Pay Days, First Paycheck

Pay periods are two weeks, and pay day is every other Monday. Your first paycheck will depend on when in the pay period you started. Click or touch the chart here to enlarge it and see when your first pay day will be.

Direct Deposit

We pay by direct deposit only, either to your local bank* orImage of Direct Deposit to our "Rapid! Pay Card".

*Local bank means an actual brick and mortar bank in our local community, not a virtual bank.

Rapid Pay Card

Activate Your Card:  Call Customer Support (877) 380-0980, or click to activate your card here.

Using Your Card:  Get cash without fees from an affiliated ATM, click here, or use your card at any merchant that accepts Visa or Mastercard.

App:  Install the Rapid Access app from the Android or Apple store.

Personalize Your Card:  Request a personalized card with your name on it at no additional cost. Call Customer Support (877) 380-0980.

Lost Your Card:  See manager for a new card, then call the number on the back to have your funds switched to the replacement card.

Card Support:  Call (877) 380-0980 or click here

Earnings Information

Your paycheck information including earnings, deductions, taxes, and net pay, is available online as follows:

Web PageImage of Orbit Login

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 or to use after registration.

Phone App Image of HCMToGo App Logo

After registering on the web page above, you can access your paycheck information there, or via phone app. Install HCMTOGO for Android or Apple.You'll need your username, the new password you set, and our payroll "short name" which is 7417.

Forgot Your Password: Reset it from the web page above, then click "Forgot your password?"

Locked Out of Web Page or Phone App

Submit a request by clicking here.

Have Payroll Questions or Need Pay Stubs?

Submit a request by clicking here, or call the corporate office at (414) 271-5050, extension 101.

Important Pay Definitions

There are a number of pay definitions that you may encounter including: Tip Pool, Base Rate, Cash Wage, Tip Credit, Regular Rate, Overtime Rate, and Blended Rate. To learn about these, click here.

Benefits

Reviews & Raises

The manager will prepare a formal performance review periodically. We pay a generous starting wage, and as such your first raise will be considered based on a review at six months of employment.

Advancement Opportunities

We encourage you to take advantage of opportunities for assistant manager or manager. Indicate your interest by calling Tom Aldridge directly at (414) 271-5050.

Vacation Policy

Full time server/cooks (those that work on average at least 30 hours per week), after one year of employment, become eligible for a one week vacation with pay. After three years, the vacation is increased to two weeks.

For the complete vacation policy click here

Webb Bucks

Image of Webb Buck In appreciation of extra efforts, we occasionally issue Webb Bucks which may be redeemed for employee meals or uniforms. We also issue $20 in Webb Bucks for birthdays, and $20 in Webb Bucks for employment anniversaries.

Group Benefits

The company offers:

Leaves of Absence

Various mandated and voluntary leaves policies are available, including a form to request a leave, click here.

Separation of Employment

Employees are free to resign for any reason, with or without notice, just as the company is free to terminate your employment. However, before giving notice, consider that everyone gets frustrated and feels like quitting at times, but acting on that impulse will only hurt you in the long run. So please discuss your issues with the manager first. 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 to 40 hours and contingent on attendance and work performance during the notice period).

Rehire eligibility will depend on how you conducted yourself at work and the way in which you quit.

If you are discharged, you will be informed of that.

Final Pay and Post Employment Letters

No matter the circumstances surrounding your separation of employment, your final pay will be provided via direct deposit on the next regularly scheduled pay day. See pay schedule here.

If you would like a post separation letter, request that here.



Acknowledgment of Handbook

Read and Sign click here

Training Commitments

Read and Sign click here



Copyright © 2022 Aldridge, Inc.
The material in this site cannot be republished either online or offline, without our permission.




https://bit.ly/3czEtgD