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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 Policy (click here)

Non-Harassment Policy (click here)


About UsDisplay Ad

George Webb

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

Image of Two Clocks

The Two Clocks

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" .

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, 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.

5 for $5 Image of 5 for $5

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.Image of Tom

Aldridge, Inc. is the operator of the following four George Webb restaurants. Tom Aldridge is owner and president of Aldridge, Inc.

Support Staff

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.

Contacts and Resources

Smart Phone Contact Entry

Image of Phone ContactRight now let's create a contact entry in your phone. Call it "George Webb" and add the following entries:

Coworker's Phone Numbers

When you're at work, also grab your coworkers phone numbers which are posted on the bullletin board.

Questions or Concerns Image of Aldridge, Inc. Main Page

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.

Workplace Policies

#1  Shifts and Hours

We provide full time jobs typically 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.

Second Job

It is our expectation that this will be your only job. The idea of working a second job is easier than actually doing it. Alternatively, we can offer you extra shifts and overtime. If that interests you, ask for it. If you take a second job and it interferes in any way with this job, you may be let go from this job.

#2  Schedules Image of Schedule Page

The schedules are posted at aldridgeinc.com. You will receive a text as schedules are posted or changes made.

Days Off

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

Schedule Requests

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.

No Guaranteed Days Off

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.

Trades

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. 

Working on An Off Day

If you call in, you may be asked to work on what was a previously scheduled off day. Refusal to work may be considered an absence itself.

#3 Arrival & Clock-in

The workday begins at 10 minutes to the hour. We ask that you arrive by 10 to, clock in and start helping the shift on duty by taking over customer service and food preparation. This early start assures good customer service and helps significantly to have a smooth start to the shift. You get paid starting at 10 minutes to the hour if you are clocked in and helping.


#4 Attendance Policy Attendance


The Impact of Being Absent or Late.   Please take our attendance requirements seriously. We don't have extra people waiting in the wings to take your place at the last minute so plan to meet these requirements.

If You're Running Late

Call the store and the manager immediately to let them both know the situation and when you will arrive. 

If You're Going to be Absent

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 by your "Call-by-Time" which is:

Do Not Disturb
  • 1st shift: 10 pm the night before*;
  • 2nd shift: 10 am the day of;
  • 3rd shift: 6 pm the day of.

If you miss your "Call-by-Time":

A "last hour" (before shift starts) call is essentially a No Call:

A No Show Absence:

Need to Go Home Early?

Get permission first. Coverage must be arranged.

Attendance Record Keeping

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:

  • Late: 1-10 minutes past the hour (1/4 point); 11-30 minutes (1/2 point); 31-60 minutes (3/4 point); 61+ minutes (1 point). One time per week up to 5 minutes is overlooked.
  • Absence reported by the Call-by-Time:  2 points
  • Absence reported after the Call-by-Time:  3 points
  • Absence reported during the Last Hour:  4 points
  • Communication Failure:  The manager contacts you and you don't reply or reply late -- 4 points at manager's discretion
  • Refusal to Work on an off-day -- 4 points at manager's discretion.
  •  Home early - same point levels as for being late.

Warnings and Discharge

Generally, to give an opportunity to improve one's attendance records, warnings are issued at 3 points, 6 points, 9 points, and a final warning is issued at 12 points. Each warning states that your employment may be subject to discharge without further warning depending on circumstances. As a trainee, discharge may result immediately without the benefit of any warning.

Getting Points Back

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).


Speaking of Attendance. Daycare arrangements are important. Click here for Daycare Resources

#5   Communications

Phone Calls and Text MessagesImage of Smart Phone

If the manager calls or texts you, whether you are at work or not, please answer promptly. If you fail to communicate in a timely manner, you may be discharged.

Mail Slot

Image of Mailslot Everyone has a mail slot, and important communications are placed in it. So check it each time you work. Your mail slot is identified with your two-digit safe number.

#6  Uniforms and Personal Appearance

Image of Uniform

Uniform

The uniform consists of:

  1. George Webb red polo shirt

  2. George Webb black bib apron

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

  4. Name tag. To be worn on apron every time you work. Blank tags and a label printer are on the break table.

  5. Solid black casual slacks or black jeans. (No blue jeans, sweats, sports pants, or ripped jeans.) Pant legs must be hemmed and not drag on the floor.

  6. Slip resistant Black Food Service Shoes.Image of Shoes-No-and-Order No crocs or logo sneakers. However, for now during training if don't have black food service shoes, wear sneakers or other slip-resistant shoes that you already own. Then after training, please visit an affordable local source like Walmart or Target, or order right here at work and have the cost deducted from your paycheck, click here

Personal Appearance

Image of No Street Clothes SignNo Hoodies, Jackets, or other Street Clothes

If you're cold, wear a long sleeve shirt under your uniform top; or order a George Webb cardigan sweater.

Image of Ear BudsNo Ear Bud or Headphones

These are not permitted by servers, cooks, and even when doing prepwork.

Hair Must be Under Control

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.

Image of No Backwards HatsNo Backwards Hats

Your visor or hat must be worn forward.

Image of Finger NailsFingernails Trimmed and Clean

No nail polish or artificial nails (state food code).

Odor

To avoid odors, bath regularly, use deodorant, a wear a freshly washed uniform.

Tatoos

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

Facial or Tongue Piercings

Must be removed.

Jewelry

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.

No gum chewing.


Cost of Uniforms

Image of Uniform Issued Form

First Uniform

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.

Image of Uniform Order Form Additional Uniforms

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.

Uniform Allowance

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.

#7 Expectations During Shift

Image of Grump

Begin the Shift at 10 To

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.

Assist the Shift Going Off

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!

Quickly Get Things Under Control

  1. Check in with any customers to make sure they have everything.
  2. As the Cashier, count the change fund and the register drawer.
  3. As the Cook, prepare any pending orders
  4. Check your stock and get the place organized.

Work as a Team

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.

Image of No Phone Sign #8  Your Cell Phone at Work

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 Earbuds

No music is to play from your phone.

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#9  Workplace Behavior and IntegrityImage

Important Notice:  Any deviation from our policies involving employee meals, products, order writing, and money handling, may be considered theft, and will be dealt with severely up to and including discharge, and even prosecution.

Food, Beverages, and Meal-Break Policies

1. There Is No Free Food

2. Beverages You May and May Not Have:

All free beverages ends when you clock out and you cannot take a free beverage with you when you leave. Keep your beverage on the employee break table. It is a health code violation to keep it in the kitchen or work areas.

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

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.

Smoking Policy

The occasional smoke break during the shift is not permitted. You may smoke only during 30-minute unpaid meal break only. This means, that if you work a short shift (therefore no meal break), you will have no opportunity to smoke. When you work a shift that has a meal break,and you choose to smoke, do it in the designated area as follows:

  • Store #10, Old World 3rd St - To the left or right of the front of the century building, not in front of the restaurant windows
  • Store #13, Oakland Ave - Outside the rear service door within 5' of the "smoker's station"
  • Store #15, Douglas Ave -  Outside the rear service door within 5' of the "smoker's station"
  • Store #16, Howell Ave - Outside the rear service door within 5' of the "smoker's station"

Bathroom Breaks

Limit bathroom breaks as to frequency and length.

Leaving the Premises

Leaving the premises is not permitted except during the 30-minute meal break.

Time Wasting

Sitting down or standing idle is not permitted. Keep busy, there is plenty to do at all times, including shift duties, prep work, extra cleaning and sanitizing, sweeping, etc.

  1. Stay present on the work floor
  2. Refer to the shift duties and get started on it
  3. No standing around (even if there are no customers)
  4. No playing with your phone
  5. No sitting down anywhere including the back room or out front at any time.

Visitors at Work and Visiting When Off Duty

  1. Visitors, including friends, family and significant others are not to visit you at work. Inform them of this policy.
  2. If you get a ride to or from work, the no visitors policy applies. Please inform your ride to wait for you in the car.
  3. Visiting When Off-Duty:  To avoid distractions, it's best that you don't visit when off duty.

Inspection of Belongings

Management reserves the right to inspect personal belonging, including purses, backpacks, or other closed containers.

Transaction Audits

Image of Guest Check Audit 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

Image of Void Slip 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.

Cash Register Shortages

The cash register must balance and the users of the register will be held responsible for shortages.

Video Surveillance - Internal Investigations

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.

Image of Video Surveillance 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

#10  Customer Relations

Customer Mission

"The purpose of everything we do here is for serving our customers in the fastest, most friendly way we can.

Conduct Towards Customers

  1. Leave your problems at the door - no one wants your high drama.
  2. Look sharp, leave the wrinkled homeless look for the streets.
  3. Smile! It makes a tremendous difference.
  4. Don't stand in front of the store looking bored. Make yourself busy.
  5. Stop, look, listen. Greet every customer the moment the door opens. Even if you're busy with other customers, speak up and say... "Hello, I'll be right with you".
  6. Do not show frustration, have an attitude, or argue with a customer, ever!
  7. Do not have a personal conversation with another employee within earshot of customers.
  8. Do not eat or drink or use your cell phone in view of customers.
  9. Do not gossip about co-workers or customers within earshot of customers.
  10. If there is an extra charge, alert your customer.
  11. Don't discuss tips in front of customers.
  12. Never blame the cook or other workers for anything that goes wrong. Just make it right.

Use Respectful Language

  • Sir or mam
  • How may I help you?
  • Thank you
  • You're welcome
  • I am sorry
  • Let me fix that

Non-Discrimination

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.

#11  Conduct Towards Coworkers

Getting along is your responsibility!

  1. Don't display a bad attitude or create drama
  2. Don't provoke an argument or escalate one
  3. Don't be rude, disorderly, or indecent to others
  4. Don't use foul or abusive language
  5. Don't gossip and don't pay attention to gossip.

#12  Clock Out and Departure

  1. Make sure customers are handed off properly to the new shift.
  2. Any open tables or orders must be closed or transferred to the next cashier.
  3. Make sure all shift duty items are completed and checked off.
  4. Then, after everything is done, everyone clocks out and goes home at the same time.

Image of Extra Time Worked Report #13  Working Extra Time

Employees cannot 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.

Example #2 - The store is so busy during the meal break window that you can't get the break in.

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.

As these examples happen, you will be paid for the extra time. However, it: a) must be reasonable; and b) you must fill out and Extra Time Worked Report (ETWR). If the extra time is excessive, unnecessary, or there is no ETWR prepared, the extra time will not be approved.

We don't cheat anyone out of legitamate and reasonable extra time spent to help customers or make the place right for the next shift, but we won't accept needless padding of extra work time either.

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#14  Tips

Tip Pool

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 and Tips

Trainees do not get tips until official off of training.

Tip Reporting

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.

Track Your Tips and Hours Worked

Image of Server Life App Logo

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.

Discipline Procedures

If you need a reminder about our policies, we prefer to give an opportunity to correct behavior as follows:

  • A written "Feedback", which is an informational reminder
  • A Written Warning
  • Removal from the schedule (Suspension with Warning)
  • Discharge

Depending on the severity of the issue, we may implement any one or more of these procedures or may move directly to discharge.

About Your Pay

Pay Days

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.

Image of Pay Day Chart

Your First Paycheck

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.

Bank Holidays

On Federal Reserve Bank Holidays, pay day is shifted to Tuesday. These are noted on the chart here.

Direct Deposit

Two Options

Image of Direct Deposit

To Checking Account

We pay by direct deposit to your checking account.

To Rapid! Pay Card

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.


Rapid! Pay Card

Card ActivationRapid 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.

Personalized 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.

Using Your Card

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

If You Loose Your Card

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.

Questions

Call 877-380-0980 or see the back of your Rapid! PayCard web site click here


Pay Stubs

Verification of Earnings

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.

Gross Earnings Report

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.

Pay Information Online

Your paycheck information including current and historical earnings, deductions, taxes, net pay, and your W-2 at tax time is available online as follows.

Web Page

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.

Phone App Image of HCMToGo App Logo

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.

Forgot Your Password?

If you have forgotten your password reset it from the web page, click here, then click "Forgot your password?".

Locked Out?

If you are locked out, submit a request by clicking here.

Pay Questions?

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.

Important Pay Definitions

Click below to learn about the following:

About Your Training

What we Expect:

  1. That you will put 100% effort into learning this job.
  2. That you listen more than you talk.
  3. That you stay right with your trainer every step of the way.
  4. That you make genuine progress every day toward being able to do the job on your own.
  5. That you will be on time every day, and that you will not be absent. Any lateness or an absence during training will be cause to end your training without any warning other than the issuance of this handbook.

Everyone has frustrations at times. It's not easy to learn a new job. Don't give up!

Wage during Training

The training wage is the current minimum wage, and you will not share in tips. Even though you will be collecting tips from tables as you learn the job, those are not yours, and that applies even if a customer says this tip is "for you". (Just say thank you and put the tip into the tip container.)

Post Training

After training is over there will be more to learn, so when you are told things, DO NOT GET AN ATTITUDE, just realize that the learning continues!

Performance Reviews & Raises

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.

Review

Advancement Opportunities

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

Vacations

We offer paid vacations to all employees, full and part time. At one year of employment, employees become eligible to request one week paid vacation; after three years, two weeks of paid vacation.

Just prior to one year, you will be notified as to your vacation eligibility and the amount of your vacation pay. You'll have a year in which to schedule and take your vacation.

Vacation must be requested in writing not less than (30) days in advance. A Vacation Request form is posted each month for an upcoming month. The Company reserves the right to approve the scheduling of vacation.

Each week of vacation pay is the average of your prior 52 weeks earnings. In order to receive vacation pay, you must be employed at the time of payment. Vacation time and pay does not accrue. Upon separation of employment, regardless of reason, all remaining vacation time and vacation pay is forfeited.

Vacation time will not carry over from one anniversary year to another. Vacation pay cannot be taken instead of vacation time.

Vacation In First Year of Employment

If you request and are granted vacation time 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.

Webb Bucks

Image of Webb Buck Everyone likes to be appreciated for 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.

Birthday

Employees receive $20 in Webb Bucks for their Birthday

Anniversary

Employees receive $20 in Webb Bucks for their employment anniversary

Group Benefits

The company:

  • Offers a pharmacy discount card. Click here to have the card texted to your phone
  • Optional Anthem group dental plan to full-time employees after six months of employment or at the annual open enrollment period Sept 1-Oct 1.Click here for plan and enrollment information.
  • Does not offer a group health plan at the present time
  • Offers Colonial Life Voluntary benefits, sometimes called supplemental insurance, are optional plans available to full-time employees after six months of employment. These are employee-paid policies that can be used for lost wages, out-of-pocket expenses and household bills in the event of illness or accident. Click here to see information and costs for various plans. You will receive more information when you become eligible to enroll.

Leaves of Absence

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.

Resignation

Employees are free to resign for any reason, with or without notice, just as the company is free to terminate your employment.

Giving Notice

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.

Severance Pay

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.

Final Pay

On separation of employment, whether due to a quit or discharge, per company policy and state labor regulations, your final pay will be provided to you via direct deposit on the next regularly scheduled pay day, not earlier.


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