The employee handbook offers instructions on how to act and perform at work. The handbook may be updated or revised at any moment by the company. Any new or updated policies will take precedence over any previous ones as soon as they are released.
Nothing in this handbook is meant to be a contract of employment. You or the company may decide to end your employment at any time, with or without a reason and with or without warning. No employee of the business has the power to sign any contract for work for a set amount of time or to make any agreements to the contrary. Just as a company has the right to dismiss you, you have the option to resign your employment at any time.
We value all employees and job candidates as unique individuals, and we welcome the variety of experiences they bring to our company. As such, we have a strict non-discrimination policy. We believe everyone should be treated equally regardless of disability, age, race, religion, creed, color, sex, sexual orientation, gender identity, marital status, family status, military status, national origin, genetic information and any other lawfully protected class. If you feel that you have been discriminated against, please let your manager or the president of the company, Tom Aldridge know as soon as possible. Every complaint will be appropriately investigated.
Employment opportunities 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 Opportunities policy covers all employment practices, including selection, job assignment, training, compensation, access to benefits, discipline, and termination.
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. The company is not responsible to consider accommodation where the employee fails to request accommodation with proper medical certification.
The company is committed to providing an environment which is free from any unlawful harassment or discriminatory activities toward any individual. In keeping with that commitment, we do not tolerate workplace harassment. We consider sexual and unlawful harassment in all its forms to be a serious offense, actionable by termination.
Harassment is any act, comment or display that demeans, belittles or causes personal humiliation, embarrassment, or any act of intimidation or threat. It includes harassment related to any protected class as determined by law. Protected classes include but are not limited to race, national origin, color, religion, age, sex, sexual orientation, marital status, family status, military status, disability, medical condition/vaccine status, pregnancy or genetic information. Harassment does not need to come from a supervisor, and it can involve parties not employed by the company. Harassment includes interactions with customers and the public. A combination of incidents may together constitute harassment even where one of those incidents by itself would not be harassing. Bullying may be a form of harassment, and bullying is not permitted.
Any team member who believes that he or she has been subjected to or has witnessed unlawful harassment is responsible to report the incident(s) immediately. All incidents of unlawful harassment must be reported to your direct supervisor. Any team member who tolerates, conceals or fails to report an incident according to this policy is subject to discipline. Any team member who willingly falsifies information is subject to discipline, and a deliberately falsified report will likely result in immediate discharge.
Sexual harassment is a form of unlawful harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, indecent exposure and other verbal, visual or physical conduct of a sexual nature. The company strictly prohibits suggestive language, gestures, wardrobe, nonverbal cues or any other displays which create an environment of vulgarity and sexual harassment. Harassment through electronic communication or social media is subject to discipline, up to and including termination.
The access of pornography on company equipment at any time or on personal equipment during work time or at work premises is strictly prohibited.
Unlawful harassment can be physical and/or psychological in nature. Harassment can be considered "only a joke" by one or more parties and may be unlawful and/or warranting discipline if only one party, including someone only in observance, perceives the act to constitute harassment. "Third party harassment" is defined as two or more parties appearing to consentingly agree to an exchange which is deemed harassing by a witnessing/overhearing third party.
Anyone who reports unlawful harassment is free from retaliation. The company strictly prohibits retaliation and takes this offense very seriously. Retaliation will be disciplined, likely resulting in immediate discharge from employment.
The company will protect the confidentiality of complainant, respondent and all witnesses in these matters. All employees are equally responsible to protect privacy of all parties. A complaint of unlawful harassment will bring about an investigation, where the President will serve as the EEO Officer unless the President should appoint someone else. The company reserves the right to make decisions which secure the environment from any further potential harassment while investigation is ongoing. Should the investigation prove that unlawful harassment has occurred, the company will discipline those responsible and take corrective action to reduce the risk of future incidents.
Aldridge, Inc.As a George Webb franchisee, we operate the following George Webb restaurants.
Our corporate staff is:
Each employee has an obligation to follow these standards of conduct at all times.
Our Web SiteLet's save a shortcut to our web site on your phone's desktop. Open your browser on your phone and load www.aldridgeinc.com. To save the shortcut, for android, click the "3-dots" menu in the upper right corner and choose "Add to Home Screen"; for iPhone, hit the share icon (that's the box with up arrow), scroll up until you find "Add to Home Screen", click it and follow the prompts to save a quick link to web browser.
Phone
Contacts EntryNext, 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):
At night, managers set their text notifications to silent. So, if you need to communicate at night, call, as those are not silenced.
Mail
SlotEach person has one to receive written communications. Check it regularly.
If you have questions or concerns, talk to your manager. If you're not satisfied with that conversation, submit a contact form at www.aldridgeinc.com.
We offer full-time jobs of
4-5 days per week, and eight-hour shifts.
We rotate off days so everyone gets a variety. This means your off-days will vary. We try to group two days together as often as possible.
We sometimes schedule a sixth day due to an absence, vacation, or help shortage. If this results in you working more than 40 hours in a week, you receive time-and-one-half overtime for the hours over 40.
We post schedules to www.aldridgeinc.com. You'll receive a text as the new schedule is posted.
Sometimes, in some stores, on some shifts, we schedule some short shifts like an 8 am-2 pm on 1st shift. However we don't offer these to one person exclusively for their personal reasons, such as transportation or other.
We cannot offer fixed schedules of the same days off every week. It stalls the rotation causing others to ALWAYS have to work the days you need off. If you demand such a schedule, it may result in discharge.
Please arrive by ten minutes before shift and go ahead and clock in. This allows the prior shift to focus on last minute details while you take over customer service. Now, if you're an early-bird, wait until 10 minutes to the hour to clock-in. You'll clock in on the POS system using your POS number.
We expect regular attendance without absences and tardies, and a timely call in the event either occurs.
For an absence, report it by not less than two hours before shift. The earlier the better. We also expect a seemingly plausible explanation including documentation if requested.
For a tardy, call or text with an estimated time of arrival (ETA).
We track every occurrence regardless of circumstances and apply points to each as follows:
Warnings are issued at 3 points, 6 points, 9 points, and 12 points. Discharge may result after 12 points.
A month of perfect attendance expunges two points from your record until back to zero.
Cause for discharge, prior warnings or not. If there are circumstances that made it impossible, provide evidence to consider.
No outerwear such as a jacket, sweatshirt, or hoodie is to be worn over
your uniform top. If you're cold, wear a short or long sleeve t-shirt
under your uniform top.
Or, after
training, purchase from us a long-sleeve t-shirt in white or black, or a
George Webb logo hoodie or George Webb logo zippered jacket.
Upon hire we'll issue your first uniform consisting of one apron, one shirt, and one visor, value $37.00, or optional $40.00 with baseball cap, The cost, will be deducted from your paycheck at the rate of $1.00 per hour. Such deductions will begin after training. However, in the event your employment ends prematurely, the cost of the uniform will be deducted from final pay whether training has completed or not.
Later
you'll want more uniform items. Additional items are at your expense. A
variety of items are available and payment is via paycheck deductions at
$1.00 per hour.
To help cover part the cost of additional items, we subsidize the cost with a uniform allowance of $0.10 per hour worked. Everyone has a uniform account that reflect that, see the manager.
Mandatory Search for shoes here. We offer shoes for purchase, order here.
Hair for females, if long it must be pulled back and under control. No bonnets. If hair is tinted, it should be a natural color.
Hair for males, trimmed or
cut to the collar. No do-rags. Facial hair properly shaved, or if beard,
neatly trimmed. We do not permit beard nets.
Fingernails
per State food code restaurant workers cannot wear polish or artificial
nails. For a special occasion, go ahead, but not all the time please.
Avoid odor by wearing a freshly washed uniform each time you work, bathe regularly, and use deodorant.
Tattoos are at the discretion of management on a case-by-case basis and may need to be covered.
Facial and tongue piercings must be removed.
Jewelry to be limited: For females, earrings up to 1" in length/diameter no more than two per ear. One tiny nose stud is acceptable for females. No other facial jewelry. For males, no earnings or facial jewelry. For both genders, one ring; and any necklace or neck chains tucked under shirt; no chains on pant loops; no pins or other accessories.
Pant legs must be hemmed and not drag on the floor. For males, pants must be pulled up around the waist and a belt worn.
No gum chewing on duty.
#8 Shift ExpectationsRequired is that you:
Cell Phone UseUsing your phone is a form of break, so limit it's use. When you need to use it, walk off-floor, not use it in customer view.
Wash your hands afterwards.
Keep phone in your pocket, not perched on a counter.
No ear
buds or head phones. No YouTubes, TV, or listening to music.
Smoke
breaks are during the 30-minute meal break only. There are no other
smoke breaks during shift. Also, smoking is only in the designated area
outside as follows.
Wait until no immediate demand for customer service. Inform coworkers to cover for you.
Beverage
BreaksEmployees may take a couple of beverage breaks to be had in the employee break area.
Required: A 30-minute meal break is required on every 8-hour shift. The meal breaks should be taken one worker at a time during the "break window". If too busy during break window, try a little later. Clock out for break, and back in after. You can leave the premises if you like but most people remain, in which case remain in the break area, not in customer seating
It's important to understand that while our food and beverage products are readily available to employees by simple fact of working in our restaurants, this availability does not grant access to these items for personal use, beyond what is stated below, or to be given away, under any circumstances.
During your beverage break(s), you may have free fountain soda or coffee. (Not free are juice, lemonade, hot tea, hot chocolate/cappuccino, and Sprecher sodas.) Cups and glasses must stay in the break room, not on counters in view of customers, and not in the kitchen.This benefit ends when the shift ends, and it does not include taking a beverage home with you.
During your meal break, you may have a half price (50% off) meal. Procedures must be followed.
Meal Procedures:
There is no other meal or meal discount outside of the break.
The free beverages stops at the end of the workday. The half price meal is for your meal-break. If you didn't take your meal-break, you don't get to take food home.
If you want to take a meal home with you:
To avoid distractions, we prefer no visitors at the workplace. However,
if one pops in, we won't likely say anything if it's occasional and the
person conducts themselves like a well-behaved customer including proper
payment.
Any violations of our workplace integrity standards will be
cause for termination of employment without further warning other than
the issuance of this notice.
Think twice before you do things that jeopardize your job, and possibly your police record. There are numerous cameras and a microphone. Management makes observations and writes reports. Excuses such as "I thought" or "I was going to", will not excuse violations of our workplace security standards.
Turning away or discouraging business is not permitted. Telling customers such things as "we're cleaning the grill", we're only taking carryouts right now", it's "shift transition", etc. will not permitted. Take the business as it comes, doing your best to multi-task and muddle through... we don't turn away customers!
It's important to understand that while our food and beverage products are readily available to employees, this availability does not grant free access to these items for personal use, or to be given away. Employees are offered free fountain beverages and coffee while working, and a generous discount for a meal during their meal break. The benefit does not extend beyond that. For further reference, refer to the aforementioned Beverages and Meals for Employees policy.
Any violations of these procedures will be cause for
termination of employment without further warning other than the
issuance of this notice.
As a Server:
As the Cook
It's crucial that you ensure that only items displayed on the Kitchen Display System (KDS) are prepared and sent out of the kitchen. This includes items for customers. This includes items for employees. Do not prepare anything that's been merely "called into" the kitchen (except minor preparation instructions). Do not prepare, or permit others to prepare, any customer food item, or employee food item, without such items appearing on the KDS. Report it to the manager if anyone violates this.
Any behavior from coworkers that goes against our workplace integrity policies poses a threat to the well-being of our entire operation and team. We ask for your cooperation in reporting such incidents. This isn't about creating an environment of 'snitching,' but about ensuring an ethical workplace that benefits us all. If you witness or become aware of any actions that don't align with our integrity standards, we strongly encourage you to report them. Your report will be handled with the utmost confidentiality.
Hand off the place clean and well stocked for the next shift. To accomplish this, plan ahead referring to the server and cook shift duties tablets repeatedly during the shift, checking off items as you complete them, then submit the tablet page during the shift.
Everyone must remain until all of the work is done, and then everyone leaves together... do not run out the door before others.
The goal is to clock out by 10 after. You may remain on the clock past 10 after if the shift was extra busy and therefore it was not possible to get all the work done by 10 after.
Sometimes we arrive and are asked to clock in right away to help; or we're too busy for the mandatory meal break; or we can't get everything done to clock out by 10 minutes after the shift.
In each case, the extra time must be approved. Fill out an Extra Time Worked Report (ETWR) to claim the time and explain a valid reason for it.
The act of not taking the break, or clocking in early, out out late... when there is no extra time worked report prepared and/or no valid reason, will result in the time not being approved.
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 tips.
We may implement disciplinary measures for violating any workplace policy including being "insubordinate" which means to intentionally disrespect the manager's request. Possible discipline is a verbal or written warning, a suspension with warning; or discharge. Depending on severity we may move directly to discharge without a warning.
Getting
PaidPayday is every other Monday. Your first pay day depends on when in the pay cycle you start the job. Click on the chart here determine when that will be.
We pay
by direct deposit to your bank or pay card. If you have no bank or pay
card we will issue a free pay card, click
here.
On pay day, your net check amount will be deposited to your bank or card.
Browser: Register
at www.aldridgeinc.com/payroll.
Your username is first name-no space-last name. Your initial password
is Pa$$wordsrule22. Upon first log in, you'll set a new
password. After registering, you may continue access at www.aldridgeinc.com/payroll
Phone App: After registering via browser above, download app HCMTOGO for Android or Apple. Select North America. You'll also need our payroll "short name" which is 7417. Login with the username and password you set above.
Prior to your first payday, you'll receive a reminder text with this
same information.
Locked out? Follow these steps, click here. Still locked out, submit a request click here.
Click here
Here's a breakdown of the key points in your review and raise process.
We conduct reviews for our employees as their work anniversaries come around. The reviews are scheduled and are not forgotten. At around 45 days, a preliminary review occurs to provide feedback and discuss the possibility of a raise at the three-month mark. If a raise is not granted, there may be a follow-up review three-months later. This allows employees to focus on developing their skills and any areas of concern. The next review milestone is the annual review.
Raises are based on merit. Having good attendance, following rules, and doing your best in all that you do, are the paths to raises. Poor attendance, violating rules, being out of uniform, not communicating as asked, not doing shift duties, will deem you ineligible for a raise.
Especially attendance, is an absolutely critical factor in determining raise eligibility. One may argue, "Look at all I do", or "I've been here longer than others." However, the crucial distinction is that others consistently maintain good attendance, which we highly prioritize.
We may provide an early or interim raise to individuals who exhibit outstanding performance or possess substantial, verifiable past job experience.
Vacation eligibility of one week is granted after each full year of employment. After three years, vacation eligibility is two weeks. Each year, prior to the employment anniversary, you will be notified as to vacation eligibility. You then have a year, from then until your next anniversary, to schedule and take the vacation. Vacation time is not accumulative, meaning it will expire at the time of the next employment anniversary. Vacation time does not accrue, meaning it will be forfeited if employment ends for any reason.
The Company reserves the right to approve the scheduling of vacations. Vacations must be requested in writing not less than (30) days in writing using the form posted in the employee area of the restaurant. A new form is posted each month. Vacations shall be taken in full weeks only. Vacations will be taken one week at a time. Vacations may run mid-week to mid-week if desired. The are black-out dates as follows: Vacations will not be scheduled over Christmas Eve or Day or New Years Eve or Day; and others as deemed necessary which will be communicated if needed.
Full time employees receive their eligible vacation time with pay. The pay is equal to an average of the base wages from the prior year. The amount you'll receive for vacation pay will be indicated on the annual vacation notice. Vacation pay is not cumulative, meaning it may not be carried over from year to year. Vacation pay does not accrue, meaning it will be forfeited if employment ends for any reason.
Early vacation or extra vacation time if granted will be on an unpaid basis. The number of early or extra days taken will be added to your employment start date for purposes of annual vacation eligibility.
We have promotion opportunities to trainer, assistant manager, and manager. Our trainers earn a bonus. Our assistant managers earn an extra wage. Our managers make a significant wage or salary plus other benefits. Indicate your interest directly to Tom Aldridge at (414) 271-5050 extension 103 or email toma@aldridgeinc.com
If you should ever need a leave of absence, the policy and request form is here.
We want you to succeed. We therefore provide one-on-one training conducted by a certified trainer, and carefully construct a training plan of five (5) cook training days and three (3) server training days, designated on the schedule as CTrn1, CTrn2... etc.; and STrn1, STrn2... etc. You'll follow the exact days and hours of your trainer. We typically begin with cook training.
Each day, you must be on time, in uniform, and listen and learn to meet our expectations of the job. If you are late, absent, not listen, or fail to meet expectations, you will be let go without warning. Your progress is evaluated daily.
Stay at your trainer's side at all times following his or her exact instructions. Do not wonder off on your own or do work that you are not explicitly instructed to do. As you progress, the trainer will allow you to work more independently. The final goal is to have you working independently with minimal instruction.
The training wage will be $15.00/hr*. You will not share in tips or surcharges. Tips and surcharges begin the day your training is complete.
*Note: If your employment is ended prematurely, regardless of reason or which party ends it, before all the training pay has been processed on payroll, the remaining hours will be paid at $10/hr.
Press through the training! It takes time to learn and adjust. Don't give up!
In addition to hands-on training, there will be a small amount of daily reading of training materials. See here.
Welcome and good luck.
Everyone experiences frustration at times, so if you're thinking of quitting, please discuss your concerns with the manager. If that doesn't work out, kindly give two weeks notice so we have time to find a replacement. Giving two weeks notice may qualify you for up to $200 in severance pay (prorated to 37.5 hours) after working for at least six months. After giving notice, management may at its option choose to remove you from the schedule prior to the last day of work you specified.
Your final pay will be via direct deposit on the next regular pay day. We ask that you not visit the restaurant for 30 days. Rehire eligibility depends on how you conducted yourself at work and the way in which you quit.
Read and Sign click here
