#1 Communications with Manager

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):

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

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 hours a day, 7 days a week, including weekends and holidays. Employees are hired based on the days and shifts we need covered. You are expected to remain available for the schedule you were hired to work.

Schedules are based on business needs and are not guaranteed to be fixed or "set." Days off, start and ending times, and the number of scheduled days may vary.

Shifts and Availability

We operate three shifts:

Full-time employment is preferred and generally consists of 4-5 workdays per week.

Part-time schedules may be considered when they meet our staffing needs and normally require at least three workdays per week, including:

Weekend and holiday availability is an important part of restaurant employment. Employees may occasionally be scheduled an additional day to cover vacations, call-offs, or other staffing needs.

Some shifts may be shorter than eight hours when business needs allow. Shorter shifts are not guaranteed.

Overtime is paid at time-and-a-half for hours worked over 40 in a workweek.

Time-Off Requests

Checking Your Schedule

Schedules are posted at www.aldridgeinc.com, and employees receive a text notification when a new schedule is available. Employees are responsible for checking their schedule and reporting on time for every scheduled shift.

Changes to Your Availability

If you want to change your shift, store, number of workdays, regular days off, start or ending time, or other availability, discuss the request with your manager first.

Changes depend on staffing needs, weekend and holiday coverage, required skills, attendance, and performance. Approval is not guaranteed and may have to wait until adequate coverage is available. Your manager will determine whether a Payroll Transfer Request is required.

#3 Arrival, Clock-In, Departure, Clock-Out, and Timekeeping Integrity

Employees must clock in and out properly, only for actual work time. Get manager approval before staying past a scheduled shift. Record all time actually worked, including extra time. Unauthorized extra time may result in corrective action. Clock out when no longer working.

Arrival and Clock-In

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. Employees must clock out when no longer actively working.

Timekeeping Integrity

Employees are required to record time accurately and may be paid only for time actually worked.

#4 Parking

Employees must park in designated employee areas to keep spaces available for customers. Parking locations for each restaurant are assigned as follows and must be followed.

#5 Attendance Policy

Regular attendance and punctuality are fundamental job requirements. Every employee is expected to be present and ready to work at the beginning of every scheduled shift. Attendance issues disrupt operations, burden coworkers, and negatively impact business. Therefore, your commitment to showing up as scheduled is critical to maintaining a functional workplace. Excessive absences, tardiness, or leaving early will not be tolerated and may result in disciplinary action, including termination if necessary.

George Webb Restaurants maintains a no-fault attendance policy, in which points are assigned for absences, tardiness, or going home early, based on time missed - not the reason why. This ensures fairness and consistency for everyone and avoids putting managers in the position of judging which reasons are "good enough".

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

Punctuality

Being on time means being ready to begin working at your scheduled starting time, not arriving at the restaurant at that time. Employees are expected to plan transportation and personal obligations so they can consistently report to work on time. Frequent or habitual tardiness is unacceptable, even when individual late arrivals result in few or no attendance points. The point system tracks attendance occurrences; it does not create permission to be late. A pattern of tardiness may result in corrective action.

Absences

Arriving Late (or Leaving Early)

Point System for Attendance Tracking

We track attendance to ensure fairness and accountability. Points are based on the amount of work time missed, not the reason for the absence, tardiness, or early departure. Points are assigned as follows:

Excused Absences and Doctor's Notes

George Webb Restaurants does not generally classify attendance occurrences as "excused" or "unexcused." Points are based on work time missed, regardless of the reason or whether a doctor's note is provided. A doctor's note may document the reason for an absence but does not automatically remove attendance points. Attendance protected by FMLA or other applicable law will be handled as required by law.

Discipline for Attendance Violations

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", "my phone battery died", "my phone was shut off", or "I did not have the manager's phone number" are not acceptable. Employees are provided with restaurant and management contact information during orientation and are expected to keep that information available. If you do not have a working phone, borrow one, search online for the restaurant's phone number, use the company contact form at https://www.aldridgeinc.com, or use WiFi or internet access to contact management through a free calling or messaging service such as Google Voice, TextNow, or WhatsApp. Finding a way to make contact and report to work is your responsibility. 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 management 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

Wear every required item while working, including the black apron and George Webb visor or hat. A shirt alone is not the complete uniform.

Prohibited Items

First Uniform

Upon hire, your first uniform will include one apron, one shirt, and one visor, valued at $37.00 (or $45.00 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. Also, on the form are some George Webb branded outerwear items (jacket, hoodie, and long-sleeve t-shirt). These George Webb branded items may be worn during a shift only in cold weather, with the hood kept down. All required uniform items must still be worn. 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. The allowance may be used only for uniform items provided by your manager or ordered from the Gloria Kay uniform order sheet. It may not be used toward the cost of shoes or to purchase George Webb T-shirts. For details or to check your account balance, please see your manager.

Shoe Policy

Mandatory are black non-slip shoes.

Prohibited are:

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. Customers see our appearance as part of the service we provide. Employees must follow these guidelines:

#8  Shift Expectations

Know the schedule and who is expected to work with you. At the start of every shift, employees are responsible for confirming that all scheduled coworkers are present. If anyone is missing, you must immediately notify the manager at the beginning of the shift. Do not wait. This responsibility applies to all employees and helps ensure proper staffing, service, and safety.

Shift Readiness and Accountability
Employees are expected to uphold a high level of productivity and deliver exceptional customer service throughout their shift. Employees are also required to read, understand, and follow the essential functions and physical requirements of their primary position. The Server/Cook job description is available here.

Server/Cook Cross-Training
All restaurant employees are trained in both serving and cooking. Employees must become proficient in both positions and are expected to work either position as needed. Employees should continue working in both positions frequently enough to maintain their skills and provide proper coverage.

Fit for Duty Requirement
Upholding this standard requires employees to be fully alert, focused, and capable of performing their duties safely and effectively. Employees are strictly prohibited from reporting to work or remaining on duty while under the influence of alcohol, drugs, or any controlled substances, including marijuana.

Shift Performance Expectations
The following guidelines outline key expectations:

#9 Workplace Integrity Standards

This policy applies to all restaurant employees, including servers, cooks, cashiers, and anyone who takes orders, handles customer payments, or prepares employee meals. These standards protect you, the business, and our customers. Following these rules is a condition of working here.

Bottom line: Ring every sale correctly, every time, before any food or drink is prepared or served. Do not participate in violations, and promptly report integrity violations when you see them. You may report a concern to the restaurant manager or use Aldridge's confidential Integrity Concern Report.

9.1 The Rules You Must Follow Every Shift

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

Every item must be entered into the POS system before it is cooked, prepared, served, handed to a customer, or taken as an employee meal. This applies to all food, beverages, dine-in orders, carryout orders, and employee meals. There are no exceptions for "small" items.

Not following "Ring it, THEN bring it" is considered theft. Violations are documented and may result in discipline up to and including termination. In severe cases, criminal charges may apply.

9.2 What Counts as Theft (Examples)

The following actions are considered theft and will result in formal documentation and, depending on severity and circumstances, removal from the schedule, termination, and possibly police involvement:

1. Failing to ring up sales, even for a single item.
2. Preparing or serving items before they appear on the POS/KDS system.
3. Taking food or drinks without paying and ringing them up properly.
4. Taking anything from anyone without their permission.
5. Pocketing customer payments instead of entering them into the POS system.
6. Working with a coworker to bypass or cheat the order process.
7. Mishandling employee meals, including preparing, cooking, serving, or eating any part of an employee meal before it is rung up.
8. Unauthorized giveaways, including "just a free coffee" or "just some fries."

9.3 Procedures

1. Order Entry and Processing

• DO: Enter every item into the POS system before preparing or serving it.
• DO NOT: Prepare or serve anything until it appears on the POS/KDS system.
• Employee meals must always be rung up before preparing, cooking, serving, or eating any food for yourself.

2. Dine-In Orders

• Using the handhelds while at the customer is mandatory. Take the handheld device to the table.
• Writing down the order or trying to remember it and entering it later is not permitted.
• If a customer adds an item, add it in the POS before serving.

3. Carryout Orders

• Carryout orders must be taken at the cashier station or on a handheld device.
• Payment must be collected BEFORE preparation begins.

4. Phone Orders

• Phone orders up to $40 are accepted without prepayment.
• Orders over $40 require customers to pay online. Do not take credit card numbers over the phone.
• Politely explain: "For orders over $40, please come into the restaurant to place your order, or place it online at " https://gwtogo.com/.

5. Voids and Refunds

• Voids require documentation: a pink ticket plus a coworker's signature or initials.
• Refunds require manager approval.

6. Payment Handling

• CASH: Count the money, say the total out loud, and enter it correctly. Never keep any part of a customer payment.
• CREDIT CARDS: Never change tip amounts, never split payments incorrectly, and never run a card without the customer's permission.

9.4 Monitoring and Enforcement

We take workplace integrity seriously. Our restaurant is monitored by cameras and microphones to ensure procedures are followed.

• Management actively observes and documents employee actions.
• Excuses such as "I thought..." or "I was going to..." are not acceptable.
• Violations may be documented even if management issues a warning instead of termination.

9.5 Reporting an Integrity Concern

If you observe theft, an item not being rung in, improper handling of cash, food, employee meals, discounts, refunds, or other conduct that may violate this policy, promptly report what you personally observed. Do not investigate the matter yourself or confront a coworker in front of customers.

You may report the concern in either of these ways:

• Tell the restaurant manager; or
• Go to the Aldridge contact form and choose Confidential workplace or integrity concern.

The Integrity Concern Report allows you to provide your name and ask that it be kept confidential, or to report anonymously. Reports are sent directly to Aldridge, Inc. ownership and designated administrative personnel and are not automatically sent to the restaurant manager. Information will be handled confidentially to the extent reasonably possible, although an investigation may sometimes reveal or suggest the reporter's identity.

Retaliation for making a good-faith report is prohibited. An employee who knowingly makes a false report is not protected by this policy.

FINAL REMINDER

If you do not "Ring it, THEN bring it," you are subject to discipline up to and including termination.

This is the most important procedure in the restaurant. Learn it. Follow it. No exceptions.

#10 Breaks, Meals, and Interruptions to Work

Breaks, meals, phones, smoking, bathroom trips, and beverages are all interruptions to work. They must be handled without slowing service, creating sanitation problems, or leaving coworkers uncovered.

Basic Rule

Cell Phone Use

Smoking

Stay Inside the Building

Employees must remain inside the building during their shift. The only exception is during the scheduled meal break, when you may leave the premises if you choose.

Bathroom Breaks

Beverage Breaks

Meal Breaks

• A full 30-minute meal break is preferred when business conditions permit. For employees age 18 or older, the manager may approve shortening or omitting the full break when sales and the number of employees working do not permit adequate coverage.
• An unpaid meal break must provide at least 30 consecutive minutes free from all work duties, and the employee must be allowed to leave the premises. Clock out only for a qualifying unpaid meal period and clock back in when work resumes.
• When business conditions prevent a full break, an employee who needs to eat may take a short paid meal break outside the formal meal-break window. Coordinate coverage with the manager and coworkers. Eat in the designated employee break area, never out front, in workstations or while serving customers.
• A meal break shorter than 30 consecutive minutes is paid. Record all time actually worked; do not deduct a meal period that was omitted or shortened. Obtain manager approval before omitting or shortening a break, and submit an Extra Time Worked Report before leaving the shift. Failure to follow the approval or report procedure may result in corrective action. Missing approval or a report does not justify leaving actual work time unpaid.
• Employees under age 18 must receive a 30-minute duty-free meal period for every six consecutive work hours. The shortened or omitted break arrangement for adults does not replace this requirement.
• If you remain in the restaurant during a meal break, eat in the designated employee meal area, not customer seating, workstations, the kitchen or the restaurant floor.

Employee Meals Ordering and Preparation

Discounted employee meals are a workplace privilege. They are provided for your scheduled meal break or a manager-approved adjusted meal time, including the short paid meal break described above, and are subject to all Workplace Integrity Standards, including the "Ring It, Then Bring It" policy.

Permitted

Not Permitted

Procedures

Abuse of the employee meal policy is considered a violation of Workplace Integrity Standards and may result in disciplinary action, up to and including termination.

#11 Workplace Visitation Policy

While our restaurants are open to the public, they are not a place for personal socializing. To maintain a professional and efficient work environment, visits by employees, friends, or family must be limited and appropriate.

#12  Your Relations with Others

Maintaining positive and professional relationships with customers, coworkers, managers, vendors, and others connected to our business is part of every employee's job. Employees are expected to help create a respectful workplace and protect the reputation of the restaurant.

Behavior Toward Customers

Behavior Toward Coworkers

Discipline

Gossip, rumor-spreading, derogatory remarks, harassment, intimidation, arguing with customers, escalating conflicts, or other conduct that damages coworkers, customers, or the business may result in discipline, up to and including 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.

#14 Extra Time on the Clock

Must Be Approved

Occasionally, extra time may be necessary, such as:

Approval Process

A short meal break of less than 30 consecutive minutes is paid. Obtain manager approval before omitting or shortening the break and submit an ETWR before leaving the shift. Failure to follow these procedures may result in corrective action. Do not deduct an omitted or shortened meal period. Missing approval or an ETWR does not justify leaving actual work time unpaid. Follow the full Breaks policy, including the separate requirement for employees under age 18.

#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 handling them.

Honor System — Zero Tolerance for Tip Theft

The tip pool operates entirely on trust and honesty. No employee may take, pocket, hide, or keep any individual tip for themselves. All tips — without exception — must be deposited into the tip pool immediately.

Theft of tips is considered stealing from co-workers. Violations will result in disciplinary action up to and including immediate termination and likely police involvement.

Pay and Benefits Overview

This section summarizes pay-related information and employee benefits. Some items are explained in more detail in other handbook sections so those policies can also be referenced separately when needed.

These benefits are subject to eligibility rules, company policy, scheduling needs, and any applicable plan documents. When there is a question about a specific benefit, employees should refer to the detailed policy section or contact management.

Group Benefits

We offer optional dental insurance after six months of employment, click here for  information; also optional disability and other supplemental insurance products available through Colonial Life, click here for information.