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.
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.
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:
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.
George Webb opened his first restaurant in 1948 on Milwaukee's East side.
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" .
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. operates the following four George Webb restaurants.
Our corporate support staff consists of:
Create a contact entry in your phone, naming it "George Webb" and add the following entries:
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.
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.
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.
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 ( 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.
Please answer or reply promptly if the manager calls or texts you when you are off-duty.
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.
Each person is assigned a mail slot which will contain important written communications from the manager. Check it each time you work.
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.
Important to attendance may be daycare. For resources, click here.
It consists of:
No 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.
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 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.
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.
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.
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.
Fingernails:
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.
Expected is that:
#7 Cell Phone at WorkThere 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.
Ear buds are not permitted either. Your attention must be paid to customers and other workers, not to music or personal goings-on.
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:
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.
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.
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.
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 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.
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.
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.
#13
Extra Time Worked ReportThere 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.
Wasting time while being paid to work will not be tolerated. Such actions of:
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.
Theft of any kind will be cause for discharge, and the incident will be reported to the police. Some examples of theft are:
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.
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.
Management may inspect personal belongings including purses, backpacks, or other closed containers.
Video SurveillanceThere 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.
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.
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:
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.
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.
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.
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.
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.
Pay Periods, Pay Days,
First PaycheckPay 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.
We pay by direct deposit only, either to your local bank*
or
to our "Rapid!
Pay Card".
*Local bank means an actual brick and mortar bank in our local community, not a virtual bank.
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
Your paycheck information including earnings, deductions, taxes, and net pay, 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 or to use after registration.
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?"
Submit a request by clicking here.
Submit a request by clicking here, or call the corporate office at (414) 271-5050, extension 101.
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.
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.
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.
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
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.
The company offers:
Various mandated and voluntary leaves policies are available, including a form to request a leave, click here.
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.
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.
Read and Sign click here
Read and Sign click here
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