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.
There actually was a man named George Webb. He and his wife Evelyn opened their first restaurant in 1948 on Milwaukee's East side.
Along with great food, George was known for his sense of humor, including the two clocks that still hang in every restaurant. "One clock for each eye" is a good answer to people that ask.
George Webb was also known for his 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 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 six days later on October 18 2018, customers lined up again while we served up over 100,000 free burgers.
George Webb is also associated with major league baseball through our "5 for $5 burgers offer". During baseball season, 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. is owned by Tom Aldridge, a franchised owner of several George Webb restaurants. Our locations are:
Aldridge, Inc. is small business, and as such we all wear many hats in making sure everything necessary is accomplished. It couldn't be done without our location managers and support staff:
Mary is our hiring coordinator and security auditor.
Melissa is our office administrator and payroll specialist.
Dave is our Maintenance Director.
mygwjob.com is where you will find this handbook, your work schedule and much more.
Right now let's create a contact entry in your phone. Call it "George Webb" and add the following entries:
Everyone's phone numbers are posted on the bulletin board. Enter those too after you start the job.
Phone communication must be two-ways, which means a back and forth dialog between you and your manager. If the manager calls you, answer your phone or call back promptly. If he/she texts you, text back promptly.
People can do all kinds of things to ignore the boss, from claims of phone not charged or out of minutes, to "never received" the call or text, to just plain ignoring calls and texts. None of this is acceptable. At the discretion of the manager you may be written up and/or be removed from the schedule, or even be discharged depending on circumstances.
During the hours of 11 pm to 7 am, text notifications to the manager are turned off. This means that while the text will go through, the manager will not be notified of it until 7 am. During these "Do not disturb" hours, call if you have to speak to the manager, as calls will ring through. However, please respect the manager's sleep and only call if it's extremely important.
Everyone has a mail slot. Check it each time your work. The manager will place written communications in it. The mail slots are numbered. Your number is posted on the employee phone list.
Everyone wants to check their phone, and it's OK to do that occasionally, but:
Keep your phone in your pocket or better yet on the break table, but either way, don't bring it out while on the floor. It simply cannot be used out front where customers are, and it can't be left sitting around out front at any time!
No phones in the kitchen! Your phone simply cannot be left lying around in the kitchen. In fact, it is a state health code violation to leave a cell phone lying on a work surface in the kitchen.
Think about how that would look to our customers. Further, we work as a team between the server and cook. The cook is out of the loop if watching a phone or listening to one.
Using your cell phone at work for more than the brief moment or two, is wasting time. It's a form of time theft, as we are paying you to work not to do personal things.
Unless you were specifically hired just for weekends, this is a full time job, which means you will mainly be scheduled for five days per week. However, sometimes it may be four days and sometimes six days.
While we avoid having people work six days per week continuously, it can happen for one or more weeks in a row at times. It occurs when we are short of help due to illness,vacation, leaves of absence or a crew vacancy.
Our standard shifts are: 1st Shift: 6 am-2 pm; 2nd Shift: 2 pm-10 pm; 3rd Shift: 10 pm-6 am.
We also have some short shifts for 1st shift and 3rd shift workers as follows: 8-2's on 1st shift, and 12-6's on weekends for 3rd shift. Generally you will get one or more of these short shifts per week if you work 1st or 3rd shift.
No one is guaranteed all full or all short
If you want more hours, your willingness to work a different shift on occasion will be appreciated and can help you get those hours.
There are times that we may call or text you to work on an off-day. This typically happens due to the absence of another staff member. If you are available, please help us out. There may come a day that you are absent and we'll be calling someone else in.
If you work more than 40 hours, you are paid time-and-one-half overtime pay.
We prepare schedules weekly and post them at mygwjob.com. One or more weeks are prepared ahead of time. As schedules are posted or changes made, you will receive a text containing a link to the schedules.
We do our best to rotate days off so everyone gets a variety of days.
Unless you were hired specifically for just weekends, we do not offer guaranteed specific days off each week. For example, you decide to start school and announce that you can't work certain days as a result. This stalls the schedule rotation causing everyone else to always work the days you need off. It's unworkable. Perhaps a shift change will resolve the conflict, if not,we may not be able to continue your employment.
We do accept non-routine schedule requests, and will do our best to fulfill these. Make these by visiting mygwjob.com. There, click schedules, then requests. We do not accept requests by phone, texts or written notes.
Once the schedule is posted, you are responsible for working the shifts assigned to you. As such, if you realize you need a change of day off, it becomes a shift trade. Get it approved by the manager in advance. He/she will want to hear from both parties.
These are small restaurants with typically only 2-4 people on duty at any given time. As such, we don't have an abundance of people waiting in the wings if you call in. We need a replacement, we can't just run short.
In the event that you simply have no alternative than to be absent, here are the required procedures:
1) Attempt to find your own replacement! If you find one, contact the manager to get approval for that replacement. A suitable replacement will result in the absence not being counted against you. If you can't find a replacement:
2) Call, don't text, the Manager by "Deadline Time" which is:
3) If you miss Deadline time call as soon as you possible before the shift begins so we have time to find a replacement!
Remember the "Do Not Disturb" time outlined earlier? Texting in an absence in the middle of the night will not work because we don't get text notifications until 7 am that arrive after 11 pm. So if you're scheduled to work in the morning, and failed to call by deadline time, CALL DO NOT TEXT DURING DO NOT DISTURB HOURS.
Customers may not receive the service they came for, other workers who want to go home will be waiting, and the manager has to stop and worry what's going on. For these reasons we're simply not going to tolerate frequent or chronic lateness.
If you are running late, call the manager and the restaurant immediately. The employees on duty and the manager need to know. Do this any and every time you're running late.
Never leave without permission. In the event you have a compelling need to go home early, contact the manager and get permission before you leave.
We have high hopes that you'll be dependable. If we can't count on you to have only the rare absence or lateness, you are not as valuable to us as some other employees who don't have such issues, no matter the good job you may do for us.
Further, stories and excuses for absences, including papers from doctors or hospitals are not required and will not excuse your absence. We don't judge whose absence is more important than others. Instead, every absence counts on your record no matter the reason or available doctor excuse. We also record details such as the time that you called in and how you called in, as well as occurrences of being late or going home early.
Everyone starts with zero (0) points and points are assessed accordingly for each occurrence as follows:
When you receive points that exceed certain levels, you will be notified in writing. If you continue to accumulate points, a warning will be issued at 9 points, another at 12 points, another at 15 points, and a final one at 18 points. The 18 point warning will state that your employment is subject to discharge. You may not be discharged immediately, but additional occurrences may result in discharge at any time going forward.
Your can improve your attendance record by having perfect attendance. For each month that you have no attendance occurrences, two (2) points are expunged from your record (until you reach zero points).
No Show / No Call
If you no show/no call, your employment will be subject to discharge. If you're interested in keeping the job, contact the manager within 24 hours for a personal meeting to see what consideration, if any, might be given. Even if we elect to continue your employment, 9 points will be issued in most cases.
A complete uniform is required every time you work.
(Wear a name tag every time your work. A label printer is available on the employee meal counter. Use it to make a lable when ever you need one.)
(No blue jeans, sweats, sports pants, or ripped jeans.)
The company offers via payroll deductions SR Max Slip Resistant Shoes
Don't wear any street clothes over your uniform. This includes a jacket or sweatshirt. If you're cold at work, wear a white or black long sleeve shirt under your uniform top.
Two of the most commonly forgotten uniform items are the apron and visor. There are required every day, so if you forget or neglect to wear one of these, the manager is going to ask you about and sell you one on the spot.Unfortunately this can get costly if you frequently forget.
We loan your first uniform items to you without charge. The first uniform consists of: (2) red polo shirts; (1) bib apron and (1) half apron; and (1) visor or optional baseball cap (extra charge).
The uniform is yours to keep without charge after you have completed your training, plus 80 post-training hours. However, if the job doesn't work out and therefore your employment ends before those 80 post-training hours, you must 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. The good thing is that payments for these are via convenient payroll deductions at .50 cents per hour. So anytime you want any uniform items, see the manager for an order form.
As a modest job benefit, we help with the cost of your additional uniforms by providing a uniform allowance of .05 cents per hour. As you work, the allowance accumulates in an account for you and will automatically be applied to your purchases. You can review the account anytime, just ask the manager.
Simple common sense rules:
Organized people arrive several minutes early to take care of personal matters so they are ready to begin work at the start of the shift.
When you arrive, go to the employee break area to get prepared and ready to clock in.
You can clock in beginning at 10 minutes before the shift.
Being on time means you're clocked in and working! Merely being on premises, doesn't mean you're on time. So running in at the last minute to the POS system to clock in, and then doing other things such as the bathroom, your phone, or putting on makeup, is not being on time!
Check in with current customers to make sure they have everything.
Being paid to work means you work at all times. So don't sit around or stand around between serving customers or preparing food. There's always something to do. Go find the work!
There is absolutely no sitting on the shift, anywhere, except
on your meal break.
Customer service and the entire shift goes much more smoothly when you work together. Don't shy away from cooking preferring only serving, or vice-versa. As a server, help out the cook in order to speed up food preparation. As a cook, be prepared to help out front as well.
Important policies and procedures that must be followed without fail:
Limit bathroom breaks as to frequency and length.
Do you smoke? We prefer that you didn't. However, if you do, think about how you will handle not smoking at work because smoking periodically during the workday is prohibited, except while on your 30-minute meal break. This you can do by standing outside the designated door (generally the back or side door, not in front of the restaurant where customers can see).
By law, we are not required to provide a meal break. However, so employees can relax and eat in peace, we provide a 30-minute meal break per 8 hour shift.
As a benefit we offer you a half-price meal available during your 30 minute meal-break.
If or when you work a 6 hour shift as described earlier, you do not typically get a meal break. However, if your coworkers agree there is time for it, you may take one. Optionally, when you know you're working a short shift, plan ahead and eat before work using your employee meal discount as follows.
If you arrive early enough, you can have an employee meal using your employee meal discount which is available during the 30 minutes before the shift. To do this, sit at the customer counter, order there from an on-duty employee. He/she will order the meal, will apply the employee discount, and using the "Open Price" feature on the POS sytem, will type a note that the meal is for you. Pay for the meal at the time of ordering.
There are a number of rules when it comes to assuring the integrity of our workplace.
Other than for the meal-break as outlined above, there is NO OTHER EATING AT WORK.
Management reserves the right to inspect personal belonging, including purses, backpacks, or other closed containers.
Special deals for friends or family is not allowed and doing so is theft.
We audit every transaction, including how and what you write on Waitrpads as compared to what you ring on the POS system. Everyone has some errors occasionally so don't become alarmed when you receive an audit.
An example of an error is the serving of a "server-only" item such as 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, and for repayment. Frankly we rather that you had gotten the money from the customer.
Voids and Refunds must be fully and properly explained on a "PINK TICKET". These are audited as well and you may be held responsible for the amount depending circumstances.
The cash register needs to balance and the users of the register will be held responsible for any shortages. An Error/Breakage deduction form will be presented to you if this occurs.
We record video of all activities in the restaurant. We also record audio. Video auditors conduct video surveillance and prepare reports that will be presented to you.
Clock out as soon as everyone is done working. This works well if you and others planned your shift and worked efficiently including doing stocking, cleaning and dishes all during the shift instead of putting things off until the end.
Again, food and beverages are not to be taken home for free at end of shift. If you want to order for dine-in service or carryout, do this with the employee on duty after you have clocked out and expect to pay full price.
You have a grace period of up to 10 minutes to cashier out or finish last minute work. If on occasion the restaurant is extra busy or someone is late, and you therefore need more than 10 minutes to accomplish these things, prepare an Extra Time Worked Report which is a request for approval of the extra time.
Also fill out an Extra Time Worked Report if: you were asked to start early; or your shift was so busy during the break-window that you couldn't get your full meal-break in.
We pool tips because of the smallness of our restaurants, the openness between the dining and kitchen areas, and the teamwork approach we use in serving, cooking, stocking, cleaning and dishes.
Every tip must be contributed to the tip pool. Even if on occasion a customer states "this tip is for you", just thank the person and when the customer leaves, put it in the tip pool container.
Tip reporting is monitored. The law requires that you report 100% of what you receive.
It's to your advantage to report all of your tips. Remember that your earnings including tips, will be considered when applying for an apartment, a credit card, or a car loan.
We strongly encourage you to track the tips you earn and the hours you work by writing these down every day. Then on pay day, which is every two weeks, divide the tips by the total hours you worked to determine how much per hour you made. Do this to avoid the tendancy to spend the cash tips in your pocket before you account for it. If you don't, when pay day comes and the check is just for your wages, not the tips, you may wonder where your money went.
A handy way to track your tips is this app called "Server Life" available from the Google Play Store and Apple App Store, click here.
All employees will provide service, food and beverages 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."
Turn complaints into an opportunity to win the customer over.
This can be challenging but if you handle the situation well, you may be able to improve the relationship.
What If a Customer Insults You?
Don't take it personally. Nothing is gained by being rude back. Being polite, will only help your situation.
Getting along is your responsibility, so overlook differences in people!
Don't gossip and don't pay any attention to gossip!
If you fail to comply with our rules, we prefer to give an opportunity to correct the behavior as follows:
Depending on the severity of the issue, we may implement any one or more of these procedures or may move directly to discharge if appropriate.
Each week is a unique and separate work week that begins on Monday and ends on Sunday.
On Federal Reserve Bank Holidays, pay day is shifted to Tuesday. These are noted on the Pay Day Calendar at the right.
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. Refer to the chart at the right to determine your first pay day.
We pay by direct deposit to your checking account if you have one.
If you have no checking account, 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 issue to Rapid! 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.
After the first use of your card, you can call the customer service number located on the back of the card to request a personalized card with your name on it.
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.
Your paycheck information including earnings, deductions, taxes and net pay is available through a web page and/or phone app as follows.
You'll need to register your account for first time use using a browser on your phone, tablet or PC.
Login Information: 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 the logo to the right or here to register.
After you have registered per the instructions above, visit the app store Android or Apple and install "Total HRWorks" where you can access your information on your phone. You'll need your username, the new password you set above, and our payroll "short name" which is 7417.
If you have forgotten your password, you can be locked out from too many attempts.You can't reset it from the phone app, you have to do this from the web page instead. Click here then click "Forgot your password?" and follow the steps to reset it.
Another common reason for getting locked out is your phone number has changed. In this case, you will be permanently locked out until you contact the corporate office to unlock you. Submit a service request by clicking here or call (414) 271-5050 Ext. 101.
For a quick report of your recent hours and gross earnings, the manager can print a Gross Earnings Report any time you like, just ask. Alternatively, the office can email one to you. Request that by clicking here.
When an agency, lender or landlord, requests a verification of earnings, refer them to our office for that information. They can fax a request to (414) 278-0225, or have them visit mygwjob.com/contact.
If you ever have any questions about your pay that this page doesn't help you with, contact the corporate office at (414) 271-5050 Extension 101, or submit a Service Request by clicking here.
After training is over and you're working on your own, do you think you'll know everything about the job? Of course not, no one would. Some procedures may not have been fully covered in training. It also takes time to learn some of the finer points of the job. So don't get offended if your trainer or the manager, bring things to your attention. The learning goes on for a while.
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. A raise may be granted.
The company is serious about developing employees into supervisory and management positions.
Indicate your interest to the manager or call Tom Aldridge directly at (414) 271-5050.
We provide paid vacations to all employees.
Each year you will be notified as to your vacation eligibility and the amount of your vacation pay. You then have 12 months, until your next anniversary, in which to take your paid vacation.
In order to receive vacation pay, you must be employed up to and including vacation, and you must return to the job. Employees who no longer work for us regardless of circumstance, will not receive their vacation pay.
Vacation In First year of Employment
If in your first year of employment you desire a vacation, you can take one on an unpaid basis subject to it not interfering with those who are eligible for their paid vacation.
We comply with all mandated leaves of absence including Family/Medical Leave (FMLA) and Military Leave. We offer other leaves voluntarily such as Funeral Leave; Disability/Medical Leave; and Non-medical Leave. Specific details, including a request for leave of absence form, is available click here. Alternatively call the corporate office at (414) 271-5050.
All 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. 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. (At the discretion of the company, we may not be schedule you for the balance of your notice.)
Rehire eligibility depends on how you conducted yourself at work, and the way in which you quit.
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 on your hours during the two week notice period and contingent on full attendance and acceptable work performance during the notice period.)
Copyright © 2019 Aldridge, Inc.