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 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" .
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.
Aldridge, Inc. is the operator of the following four George Webb restaurants.
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:
Right now let's create a contact entry in your phone. Call it "George Webb". Add the following entries:
Refer to your phone contacts as you need to communicate with us.
Your coworkers phone numbers which are posted on the bullletin board. Grab those when you're at work.
If you have questions or concerns, speak with your manager. If you are not satisfied with that conversation, contact corporate at (414) 271-5050 or visit aldridgeinc.com where you can submit a Contact Form.
If the manager calls or texts you when you are off-duty, answer back, and please do so promptly. Failure to communicate, and in a timely fashion, is not going to be seen favorably and in fact will be considered a workplace policy violation.
Each person on staff is assigned a mail slot. It will contain important communications from the manager. Check it each time you work.
We have standard shifts of eight hours as follows:
Depending on store and day of week, we have some short shifts of six hours as follows:
Typically we guaranteed no one all 8 hour shifts or all 6 hour
Your willingness to work on occasion, a shift other than your regular shift, can help you get more hours if you're interested.
If you work more than 40 hours, you are paid time-and-one-half overtime pay.
It is our expectation that this will be your only job. If you take a second job and it interferes with this job, you may be let go from this job. Keep in mind that working a second job is far easier to think about than actually doing it. Rather than attempting a second job, consider that we can offer extra shifts and overtime, and then you will make more money and don't need to divide your interests between two jobs.
As the manager prepares new schedules, or makes schedule revisions, you will receive a text notification. Such texts, will come from this number (aldridgeinc.com.You may also check the schedule anytime by visiting
We do our best to rotate days off so everyone gets a variety of days. You may have two days off in a row, or at times dyour two off days will be spread apart.
Before the schedule is published, we will accept requests for specific days off for appointments or other needs. Make such requests by filling out an online form at aldridgeinc.com, clicking Schedules, then Requests. We do not accept requests by phone, texts or written notes.
We will not guarantee a a specific day or days off every week. Doing so would cause the schedule rotation to stall resulting in everyone else always having to work the days you want off.
Once the schedule is posted, you are responsible for working as scheduled. So if after the schedule is posted you realize you need a certain day that you didn't ask for, this becomes a shift trade. Ask a coworker to work in your place and that you'll take one of their off-days. Then, if you can arrange such a trade, ask the manager who will want to hear from both parties.
If someone calls in, we may ask you to work. Whether you are available or not, please have the courtesy to reply giving a yes or no.
The shift transition can be awkward with one shift going off and the other coming on at the exact same time. It's worse if anyone is late. So, we highly encourage you to arrive for your shift by ten minutes to the hour, go ahead and clock in start working. Take over customer service and food preparation so the shift going off can focus on their last minute details.
When you clock in by 10 to and begin working, you start getting paid. On the other hand, if you arrive even earlier, please wait until 10 to to clock in, unless you are asked to start even earlier
Text the manager, and call the store immediately! People want to go home! If you make them wait for you, you are placing the importance of your time ahead of theirs. That is not fair.
We don't have extra people waiting in the wings so take our
absence requirements seriously and do the following:
Notify the manager immediately and well before work time. We need time to find a replacement and you're not giving us much time.
You must get permission. Coverage must be arranged.
Our attendance policy is a "no fault " policy, which means we count every occurrence regardless of reason or circumstance and assign a point value. For that reason, absences with doctors excuses unless a qualified Family/Medical Leave, will not excuse your absence. We also record the time you reported, including if you met the "Call-by-Time".
Warnings are issued after having accumulated 3 points, 6 points, 9 points, and a final warning at 12 points. However, each warning will state that your employment is subject to discharge without further warning, as you may not be permitted further opportunities for more attendance issues and the associated points depending on your particular attendance issues. Further, as a trainee or employee newly off of training, discharge may result immediately without the benefit of any warning other than the issuance of this handbook.
A no show is cause for discharge without any warning other than the issuance of this handbook.
After having received points, you can improve your attendance record. For each month of no occurrences, 2 points will be expunged from your record (until you reach zero points).
Important to attendance may be proper daycare. Click here for Daycare Resources.
A uniform is required every time you work. It consists of:
At the start of your employment, we will provide free of charge: (2) red polo shirts; (2) bib aprons; and (1) visor. These items are yours to keep after you have completed your training plus having worked 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.
Additional uniforms are at your cost. However, when you need items, you don't have to pay up front. You can place an order using a form and we will deduct the cost from your paycheck a few dollars at at time. (At the rate of .50 cents per hour.)
As you work, .05 cents per hour is accumulated for you in an account (your Uniform Account). As you purchase additional uniforms, the amount in the account is applied to what you owe. The manger can tell you the amount in your account at any time, just ask.
Required are slip resistant shoes in black .
For training, if you don't have all black slip resistant shoes, go ahead and wear sneakers or other slip-resistant shoes that you already have.
After training if you need shoes, visit an affordable local source like Walmart or Target or order shoes from us, click here.
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.
Bath regularly, use deodorant, a wear a freshly washed uniform.
Tattoos are at the discretion of management on a case-by-case basis and may need to be coverered.
Must be removed.
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.
Your hat or visor must be worn forward.
If you're cold, wear a long sleeve shirt under your uniform top; or order a George Webb cardigan sweater.
These are not permitted at any time.
Don't compromise food safety and our reputation by using your phone in areas that customers could see.
It's OK to check it occasionally, but do that in back out of view. Then always wash your hands each time afterwards.
Cell phone handling rules:
This is a big important area of the handbook. It covers a lot
of information that you need to know in order to remain in
compliance with our workplace policies.
Your actions effect others. If you need a bathroom break for example, inform your coworker before you go.
Excessive or overly long bathroom breaks are not permitted.
Smoke breaks are not permitted. However, you may smoke during the 30-minute meal break as described later. During the meal-break, if you choose to smoke, do it in the designated area as follows:
A couple of brief beverage breaks is allowed per shift. These may include a free beverage as described here:
Whether want to eat or not, there is a mandatory 30-minute meal break per eight-hour shift.
The employee meal is only during the mandatory meal break. During that break:
If scheduled for a short shift (six hours or less), you do not receive the 30-minute meal-break. However, if you want to eat at work, you have two choices:
arrive a little early, order your half-price meal and eat before clocking in
during the regular break window after the others have taken their meal break, you may order a half-price meal and take just enough time to eat your food while staying on the clock.
This is not time to make food for yourself or pour a beverage and take those home for free or expect a discount. If you want to take home a carryout, you can, but at menu price and only by ordering it on the POS and preparing it or having it prepared, with a corresponding ticket hanging in the kitchen.
Leaving the workplace is not permitted. Except that you can leave during the 30-minute meal break.
Ride to/from Work: If you get a ride to or from work, inform your ride to wait for you in the car.
Visitors at Work: Visitors are not permitted during your shift. This includes friends or family visiting even as customers.
Visiting Off Duty: Its best that you don't. The workplace distraction is not wanted.
Don't become alarmed when you receive an audit form. For example, one audit we do is comparing what you write on the Waitrpads vs what you ring on the POS system. An example is coffee, soda, soup or chili that you wrote on the waitrpad but failed to ring on the point-of-sale (POS) system. As we audit these, if we find errors, we are going to present them to you for repayment. Frankly we rather that you had gotten the money from the customer. Avoid such errors by comparing what you write to what you rang before you press the "DONE" key on the POS.
Management reserves the right to inspect personal belonging, including purses, backpacks, or other closed containers.
Theft of any kind will be cause for discharge, and the incident may well be reported to the police.
Video and audio is recorded at all times. While no one is just sitting there 24/7 watching and listening, we employ video auditors to conduct surveillance and prepare reports that may be presented to you.
The company utilizes a service that monitors employee compliance workplace policies and procedures. Reports will be presented to you.
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.
"The purpose of everything we do here is for serving our customers in the fastest, most friendly way we can.
Getting along is your responsibility!
A positive outcome for any interaction with anyone is what we want. An upset coworker or a disruptive customer will likely lose the attitude if you remain calm and not react in a way that might escalate the "situation". So never argue, or even speak loudly, and certainly never engage physically.
When it's time to go home:
There will be times when you work more minutes than the formal shift. Examples:
Example #1 - The restaurant is extra busy so you were asked to start before 10 to.
Example #2 - The store was busy during the meal break window such that you couldn't get the meal-break in.
Example #3 - The store was extra busy so you worked past 10 after.
Example #4 - Someone was late and so you stayed past 10 to.
In such cases, you will be paid for this extra time if the reason(s) are: a) reasonable; and b) you filled out an 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.
We prefer to give an opportunity to correct behavior as follows. However depending on the severity of the issue, we may implement any one or more of these procedures or may move directly to discharge.
During training we expect:
It takes time to learn and get used to a new job. Don't give up!
The training wage is the current minimum wage. While you will be collecting tips from tables as you learn the job, the tips are not yours. Even if a customer says "here this tip is for you", it's not. Just say thank you and put the tip into the tip pool container. After you have fully completed your training you will share fully in the tips.
Please don't waste your time and ours going through training and then quitting because the job isn't exactly as you expected. Give the job a chance.
Each week is a unique and separate pay period that begins on Monday and ends on Sunday.
Pay Day is every other Monday. The chart here is a schedule of pay days and what pay periods each pay day covers.
The amount of time you wait for your first paycheck, will depend on when in the pay cycle your first day was. Refer to the chart here looking at what payday your first day of work occurred in. Keep in mind that your first check and possibly even your second check will not likely include two full weeks of off-training wages and tips.
On Federal Reserve Bank Holidays, pay day is shifted to Tuesday. These are noted on the chart here.
Either a checking or savings account at an actual physical bank.
If you have no bank account, or perhaps you just prefer a debit card, we will issue the "Rapid! Pay Card". The rapid! PayCard can be used at millions of ATMs and merchant locations worldwide wherever Debit Mastercard or Visa cards are accepted.
Call Customer Support 1.877.380.0980 to activate your card. You may also request an upgrade to a personalized card with your name embossed on it at no additional cost. Alternatively, install the Rapid Access app from the Android or Apple store. Once in the app, touch "Activate New Card".
Using Your Card
Get cash from your card without incurring fees by using an affiliated ATM. ATM Locator click here. Or, use your card without fees as you would a credit or debit card at any merchant that accepts cards.
If You Loose Your Card
See your manager for a new card, then call the number on the back to have your funds switched to the replacement card.
Rapid Card Questions
Call the number on the back of your card or click here.
A gross earnings report will satisfy most paystub or earnings requests from landlords, lenders, or agencies. Ask the manager to print one for you. Alternatively:
Your paycheck information including current and historical 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.
After you have registered on the web page above, you can view your paycheck information via a phone app called "HCMToGo". Install it for Android or Apple smartphones.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?"
If you are locked out, submit a request by clicking here.
We pool tips because of the teamwork approach we use in serving, cooking, stocking, cleaning and dishes in a small and open restaurant environment.
Tips must be reported daily on the POS system as you clock out.
How Much to Report?
By law, 100% of the tips you recieve must be reported. Downplaying your tip reporting is a violation of IRS regulations and therefore against the law.
Advantage of Reporting Accurately
We encourage you to track your tips and hours every time you work. If you do, you can divide the by the hours worked to see how much per hour you're making.
Tracking on paper is fine or here is a handy app called "Server Life" from the Google Play Store and Apple App Store, click here.
Click below to learn about the following:
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 below. Any one factor, especially Attendance and Integrity areas, can disqualify you for a raise.
We encourage you to take advantage of opportunities. Indicate your interest to the manager or call Tom Aldridge directly at (414) 271-5050.
We offer vacations with pay to all employees, full and part time, after one year of employment. In year three, the vacation time and pay is increased to two weeks. Just prior to each 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. Vacations must be requested in writing not less than (30) days in advance. A Vacation Request form is posted. The Company reserves the right to approve the scheduling of vacation.
Each week of vacation pay is the average of your prior 52 weeks base hourly earnings or salary without tips, surcharges, bonuses, or other compensation. Vacation time and pay does not accrue, and in order to receive vacation pay, you must be employed at the time of payment. Upon separation of employment, regardless of reason, all remaining vacation time and vacation pay is forfeited. Vacation time and the pay will not carry over from one anniversary year to another. Vacation pay cannot be taken instead of vacation time.
If during the first year of employment, you desire to have a vacation, it may be granted on an unpaid basis subject to scheduling and others vacation needs. The number of days taken, will be added to your employment start date for purposes of future vacation and raise eligibility.
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. Also, employees receive $20 in Webb Bucks for their Birthday, and $20 in Webb Bucks for their employment anniversary.
The company offers:
The company complies with all mandated leaves of absence 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.
Employees are free to resign for any reason, with or without notice, just as the company is free to terminate your employment.
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.
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.
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.
Please acknowledge click here.