Employee Handbook
Aldridge, Inc.
Workplace Principals
We are committed to a respectful, inclusive, and fair workplace. Our
policies outline workplace expectations, non-discrimination, harassment
prevention, and your rights as an employee. Employment is at-will, and we
encourage open communication to address any concerns.
Click here
to review the full
policy.
Aldridge, Inc.
About Us
The company name is Aldridge, Inc., a George Webb franchisee. We operate
the following George Webb restaurants.
- 812 N Dr MLK St, Milwaukee
- 4555 Douglas Ave, Racine
- 6181 S Howell Ave, Milwaukee
Our corporate staff is:
- Tom Aldridge, owner and president
- Melissa Medek, business manager
- Lissette Lafontaine, administrative assistant
- Dave Aleman, Maintenance Manager
Aldridge, Inc.
Workplace Policies and Standards of Conduct
Each employee has an obligation to follow these workplace policies and
standards of conduct at all times.
Aldridge, Inc.
#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):
- Manager (phone)
- Restaurant (phone)
- Corporate (414) 271-5050
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
- Open your browser and go to www.aldridgeinc.com.
- Follow the steps below based on your device:
- Android: Tap the three-dot menu
in the upper-right corner and select "Add to Home
Screen".
- iPhone: Tap the share icon
(a box with an up arrow), scroll down, and select "Add
to Home Screen". Then, follow the prompts to save the
shortcut.
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.
Aldridge, Inc.
#2 Schedules
Aldridge Inc. operates 24/7/365, requiring a fully
staffed team across all shifts to ensure continuous operations.
Employees are expected to fulfill their scheduled shifts as discussed
during the interview process, with weekend availability being essential.
To maintain fairness, we do not offer fixed schedules, and staffing
adjustments are based on business needs. Time-off requests must be
submitted online for approval. By accepting a position at Aldridge Inc.,
you agree to adhere to these scheduling policies to support a
well-functioning workplace.
Shift Structure & Staffing Requirements
We operate on a three-shift schedule:
- 1st Shift: 6:00 AM - 2:00 PM
- 2nd Shift: 2:00 PM - 10:00 PM
- 3rd Shift: 10:00 PM - 6:00 AM
Each shift must be staffed seven days per week, with weekends and
holidays requiring additional personnel:
- 1st Shift: 2-3 employees per day, with 3-4 on
weekends (Friday-Sunday).
- 2nd Shift: 2 employees per day.
- 3rd Shift: 2 employees per day, with 3-4 on
weekends (Friday-Saturday).
- Holidays: May require an extra staff member or
two depending on business needs.
Full-time Jobs
We offer full-time positions with variable schedules of 4-5 days per
week, typically consisting of 8-hour shifts.
Availability & Time-Off Requests
Employees must be available to work any day, including weekends. Most
1st and 3rd shift employees will have days off during the week.
Occasional time-off requests must be submitted online at www.aldridgeinc.com
with a reason provided, subject to approval.
Occasional Sixth Day
Employees may occasionally be scheduled for a sixth day to cover staff
shortages or vacations. Overtime (time-and-a-half) is paid for any hours
exceeding 40 per week.
Schedules
Schedules are posted at www.aldridgeinc.com,
and employees will receive a text notification when a new schedule is
available.
Cross-Training Requirement
Due to our small staff sizes, all employees are cross-trained in both
serving and cooking to ensure coverage and flexibility.
Shorter Shifts
Some shifts may involve shorter hours (e.g., 8:00 AM - 2:00 PM) based
on business needs, not personal preference.
Aldridge, Inc.
#3 Arrival and Clock-In, Departure and Clock-Out
Employees must clock in and out properly, only for actual work time.
Staying past a scheduled shift requires managerial approval.
Unauthorized extra time will not be approved for pay.
Arrival and Clock-In
- Employees should arrive 10 minutes before their scheduled
shift and clock in using their assigned POS number to
ensure a smooth transition.
- If arriving earlier than 10 minutes before the shift, wait
until the appropriate time to clock in.
- Employees should not enter the workplace more than 30
minutes before their scheduled shift. If early, they may
use the designated break area or visit as a paying customer.
- Off-duty employees should not assist with work, linger
unnecessarily, or disrupt operations.
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.
- Teamwork is essential - all shift duties should
be completed, and no employee should leave before the rest of the
team.
- If the shift is exceptionally busy, staying beyond 10
minutes is allowed to complete necessary tasks.
- If the next shift's employee is late, you must stay until
they arrive or until a manager grants permission to
leave.
Aldridge, Inc.
#4 Parking
Employees must park in designated employee areas to keep spaces
available for customers. Parking locations for each restaurant are
assigned and must be followed.
- Dr MLK St: The pay lot next door, or on the street. If you choose
the street, do not park in front of the restaurant.
- Douglas Ave: The back parking area. Do not park in
customer parking.
- Howell Ave: The middle area of the back parking lot. Do not
park in customer parking.
Aldridge, Inc.
#5 Attendance Policy
Attendance is not optional, it is a fundamental job requirement. Every
employee is expected to be present and on time for every scheduled
shift. Unreliable attendance disrupts operations, burdens coworkers, and
negatively impacts business. Your commitment to showing up as scheduled
is critical to maintaining a functional workplace. Excessive absences or
tardiness will not be tolerated and will result in disciplinary action,
including termination if necessary.
If you cannot attend or will be late, you must notify your manager
immediately with a valid reason.
Absences
- Notification Requirement: Notify your manager at
least two hours before your scheduled shift.
- Explanation: Provide a plausible reason for your
absence. Documentation may be required upon request.
Tardiness (Arriving Late) or Leaving Early
- Late Arrival: Notify your manager immediately by
call or text with your estimated time of arrival (ETA).
- Leaving Early: Obtain verbal permission directly
from your manager before leaving early.
Point System for Attendance Tracking
We track attendance to ensure fairness and accountability. Points are
assigned as follows:
- Absence:
- Reported at least 2 hours before the shift: 2 points
- Reported less than 2 hours before the shift: 4 points
- Double Points: If no reason or implausible
reason is provided.
- Tardy:
- One late arrival per week under 10 minutes: No points.
- Additional tardiness: 1-20 minutes: 0.25 points; 21-40
minutes: 0.50 points; 41-60 minutes: 0.75
points; 61-90 minutes: 1 point; 91-120
minutes: 2 points; Over 120 minutes: 3
points
- Double Points: If no call or text is made to
the manager with an ETA.
- Leaving Early:
- Points mirror the tardiness scale above.
- Double Points: If no permission is obtained
before leaving.
Discipline for Attendance Violations
- Warnings Issued: At 3 points, 6 points,
9 points, and 12 points.
- Discharge: May occur if you accumulate 12
points.
- Point Reduction: Two points will be removed for
every month of perfect attendance until your record is cleared.
No Call/No Show
Failing to show up for work without notifying your manager may result
in immediate termination, regardless of prior warnings. Excuses like
losing your phone or a dead phone battery are not acceptable—borrow a
phone and call to inform the manager.
Aldridge, Inc.
#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
- George Webb red polo shirt
- George Webb black apron
- George Webb visor or optional GW baseball hat
- Black slacks or black jeans (no blue jeans,
ripped jeans, sweats, or sports pants)
- Name tag.
Prohibited Items
- No Street Clothes: No blue jeans, ripped jeans,
sweats, sports pants, or other non-uniform items
- No Outerwear: Jackets, sweatshirts, or hoodies
may not be worn over your uniform top. If you're cold, wear a short
or long-sleeve t-shirt (white or black) under your uniform top
- No Durags: Durags are not permitted. Any claim of
need for religious, cultural, or medical reasons must be discussed
with and approved in advance by management
- No Earbuds: The use of earbuds or headphones for
any purpose - music, videos, or calls - is strictly prohibited
during work hours
- No Backwards-Facing Hats: Visors or hats must
always be worn facing forward, per state health code.
First Uniform
Upon hire, your first uniform will include one apron, one shirt, and
one visor, valued at $37.00 (or $40.00 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. On the form are some George Webb branded outerwear items
(jacket, hoodie, and long-sleeve t-shirt). 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. For details or to check your account balance,
please see your manager.
Shoe Policy
Mandatory are black
non-slip shoes.
Prohibited are:
- White shoes or other colors
- Shoes with logos or stripes
- Slides or slippers
- Crocs that are not black or have holes in them.
We offer shoes for purchase, order here.
Aldridge, Inc.
#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. Employees must follow these guidelines:
- Hair: For females, long hair must
be pulled back and kept under control. Bonnets are not permitted.
Hair color should remain natural-looking if tinted. For males,
hair should be trimmed or cut to collar length. Do-rags are not
allowed. Facial hair must be clean-shaven or, if a beard is worn,
neatly trimmed. Beard nets are not permitted.
- Fingernails: In compliance with state
food codes, restaurant workers cannot wear nail polish or artificial
nails. Special exceptions may be made for occasional events but not
regularly.
- Hygiene: To avoid odor, employees must
wear a freshly washed uniform to each shift, bathe regularly, and
use deodorant.
- Tattoos: Tattoos are subject to
management approval on a case-by-case basis and may need to be
covered.
- Piercings: Facial and tongue piercings
must be removed during shifts.
- Jewelry: For females, earrings
must not exceed 1 inch in length or diameter, with no more than two
per ear. A small nose stud is acceptable, but no other facial
jewelry is permitted. Males may not wear earrings or facial
jewelry. Both genders are limited to one ring, and necklaces
or chains must be tucked under the shirt. Chains on pant loops,
pins, and other accessories are not allowed.
- Clothing: Pant legs must be hemmed and
should not drag on the floor. Male employees must wear pants
pulled up around the waist with a belt.
- No Earbuds: The use of earbuds or headphones
for any purpose - music, videos, or calls - is strictly prohibited
during work hours.
- No Gum Chewing: Gum chewing is not
allowed while on duty.
Aldridge, Inc.
#8 Shift Expectations
All employees are expected to uphold a high level of productivity and
deliver exceptional customer service throughout their shift. The
following guidelines outline key expectations:
- Begin work promptly upon clocking in staying focused and ready to
contribute.
- Provide customers with prompt, attentive, and courteous service at
all times.
- Process orders efficiently while maintaining the highest quality
standards.
- Stay actively engaged during your shift-idle time is not
permitted.
- Between customers and during slower periods, complete tasks
outlined in the Server Shift Duties click
here and Cook Shift Duties click
here tablets.
- Check off completed tasks and submit the tablet at the end of your
shift.
- Maintain a clean, organized, and well-stocked workspace to ensure
the next shift starts smoothly and efficiently.
Workplace Integrity Standards - Summary
#9 Workplace Integrity Standards - Summary
Maintaining honesty and following procedures is essential. Violations
can lead to immediate termination and legal
action.
The Most Important Rule: "Ring it, THEN bring it."
This is the foundation of workplace integrity. Every single item must
be entered into the POS system before it is prepared, served, or handed
to a customer. No exceptions. No excuses. Further, the "Ring it, THEN
bring it" applies to employee meals as well.
Failure to follow "Ring it, THEN bring it" is theft. It will
result in termination and possible criminal charges.
Here are some other important policies to follow:
- Monitoring & Accountability: Cameras,
microphones, and management oversight ensure compliance.
- Merchandise & Revenue Protection: Any theft,
including not ringing up sales, taking food, or pocketing payments,
is embezzlement and will result in termination.
- Payments: Must be collected before preparation
for carryout and at the table for dine-in.
- Handling Cash & Cards: No altering tip
amounts, misusing the register, or holding cash outside the system.
- Voids & Refunds: Require proper documentation
and manager approval.
- No Unauthorized Giveaways: Even a free coffee is
theft.
- Sales Sabotage: Do not discourage customers;
service is the priority.
- Reporting Theft: Protect your job - report any
violations.
For the complete policy, which you will read and have a quiz on during
training, click
here.
Aldridge, Inc.
#10 Breaks and Interruptions to Work
To keep service running smoothly and efficiently, all breaks including
phone use, smoking, bathroom trips, drinks, and meals must be managed
properly. The following rules explain what is allowed and when.
Cell
Phone Use
- Phone use, including calls, texting, web surfing, watching videos
(e.g., YouTube), or using apps, is considered an interruption to
work.
- Phones may only be used during designated breaks, out of customer
view.
- Phones must be kept in your pocket during work hours - not on
counters, workspaces, or in the kitchen.
- Before returning to work, wash your hands to maintain hygiene
standards.
Smoking
- Smoking is permitted only during your 30-minute meal break. No
additional smoke breaks are allowed during shift.
- Smoking is allowed outside of the restaurant in these designated
areas only:
- Dr MLK St: To the left or right of the
restaurant, not directly in front
- Douglas Ave: Outside the rear service door near
the "smoker's station"
- Howell Ave: Outside the rear customer door near
the "smoker's station".
- Before returning to work, wash your hands to maintain hygiene
standards.
Bathroom Breaks
- Bathroom use is considered an interruption to work and should only
occur when customer service is fully covered.
- Inform your coworkers before stepping away to ensure seamless
service.
- Before returning to work, wash your hands in the restroom and
again at the handwashing sink in the work area in order to maintain
hygiene standards.
Beverage
Breaks
- Beverage breaks are interruptions to work and must be limited.
- Beverages may only be consumed in the designated employee break
area - not in the kitchen, on the floor, or in customer areas.
- Free coffee or fountain soda is permitted
Free Coffee or Soda Policy and Procedure
Employees may enjoy free coffee or fountain soda during breaks. Premium
beverages (e.g., white and chocolate milk, orange and other juices,
Sprecher sodas, lemonade, hot chocolate, and cappuccino) are excluded.
Beverages must remain in the break area and may not be taken into the
kitchen or customer areas.
Meal Breaks
A meal break is a planned interruption to work and is required under
these guidelines:
- Employees working an 8-hour shift must take a 30-minute unpaid
meal break.
- Breaks should occur during the designated "break window," but
adjustments may be made if the restaurant is busy.
- Clock out before your break and clock back in after it is
complete.
- You may leave the premises for your break, but if staying, you
must remain in the designated break area - not in customer seating
or workspaces.
Employee Meals Ordering and Preparation
Permitted:
- One meal per shift at 50% discount
- The meal is for the 30-minute meal break only.
Not Permitted:
- Eating mistakes, leftovers, or unclaimed orders is strictly
prohibited. All such items must be discarded to maintain workplace
integrity and trust.
- Take-Home of Food or Beverages: The meal discount applies only to
meals consumed on-site during the meal break. Any food or beverages
taken home must be purchased at full price. A coworker must ring up
and prepare your order - self-service is prohibited.
Procedures:
- The Ring It, Then Bring It: The
"ring-it, then bring-it" policy applies to employee meals as well.
Don't make your food or take any food without first ordering it on
the POS. Don't start throwing food on the griddle, or in the fryer
or toaster without having first rung it.
- Ring It Before Break: The above policy means you
must place your order into the POS system before starting your
break.
- Preparation: Cooks
may prepare their own meals; Servers
must have their meals prepared by a cook. Self-preparation
is prohibited.
- Serving: The meal must be served on washable
dishes - not in carryout containers.
- Where to Consume Meal: In the employee break
area. Not in customer seats.
- Paying: Pay for your meal by the end of shift.
Aldridge, Inc.
#11 Workplace Visitation Policy
Our workplace is open to the public, but it is not a place for personal
socializing or extended visits while on or off duty. Maintaining a
professional environment is essential to ensuring smooth operations and
excellent customer service.
Off-Duty Visits
Employees who visit the workplace while off duty must behave as
regular customers. This means:
- No work-related tasks: Off-duty employees must
not engage in work-related duties while visiting.
- No interference: Do not interrupt or distract
on-duty employees.
- Act as a regular customer: Order, pay, and leave
within a reasonable time frame. No loitering or extended social
visits.
On-Duty Personal Visitors
Personal visitors, including family, significant others, and friends,
are not permitted while you are on duty. Employees
are responsible for informing their personal contacts about this
policy.
If a friend or acquaintance happens to visit as a customer, they must
adhere to the following expectations:
- They should dine, pay, and leave in a timely manner.
- Their presence must not disrupt workplace operations or require
special treatment.
By following this policy, we maintain a professional and efficient work
environment for both employees and customers.
Aldridge, Inc.
#12 Your Relations with Others
Maintaining positive and professional relationships with customers and
coworkers is your responsibility. While we provide guidance, it is
ultimately up to you to ensure your behavior aligns with our standards
of respect and professionalism.
Behavior Toward Customers
- Greet customers warmly as they enter: Smile and say, "Hi, I'll be
right with you."
- Use courteous language, such as:
- "How may I help you?"
- "Let me take care of that for you."
- "Thank you" and "You're welcome."
- Focus on solutions when problems arise, avoiding blame or excuses.
- Remain calm and professional - never argue with or express anger
toward a customer.*
Behavior Toward Coworkers
- Foster a collaborative environment - take responsibility for
maintaining good working relationships.
- Avoid gossip and refrain from engaging in it.
- Recognize that everyone has imperfections and practice patience
and understanding.
- Do not initiate, provoke, or escalate conflicts with a coworker.*
* Any escalation of a situation with a customer or coworker
will be cause for discharge
Aldridge, Inc.
#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.
- Cell Phones & Devices: Personal phone use is
not allowed during shifts. Calls, texts, and internet use are only
permitted during designated breaks. Devices must be stored away from
work areas.
- Earbuds, Headphones & Personal Music: The use
of earbuds, headphones, or any personal music - whether played
through speakers, phones, or other devices - is strictly prohibited
to ensure safety and attentiveness.
- Personal Belongings: Bags, purses, coats, and
other personal items must be stored in designated areas and not kept
in workspaces. Management reserves the right to inspect such items
if deemed necessary.
Aldridge, Inc.

#14 Extra Time on the Clock
Must Be Approved
Occasionally, extra time may be necessary, such as:
- Clocking in early when asked to help.
- Missing a mandatory meal break due to high workload.
- Staying past the scheduled clock-out time to complete tasks.
Approval Process
- Submit an Extra Time Worked Report (ETWR) to document the extra
time, including a valid reason for it.
- Approval is required for the additional time to be compensated.
Important: If extra time is worked without submitting an ETWR or
providing a valid reason, the time will not be approved for pay.
Aldridge, Inc.
#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 tips.
- Every tip goes into the tip pool. Even if a customer says "this is
only for you", say "thank you" and deposit it in the pool.
- Carry tips in your hand in plain view - not in your pocket.
- Tips remain in the pool container throughout the shift.
- At end of the shift tips are divided equally by two people (or one
by mutual agreement). This also happens mid-shift when anyone comes
on or goes off-duty.
- The IRS requires that 100% of the tips you receive are reported.
Further, it's in your best interest for Social Security benefits, an
improved credit rating, and for increased unemployment or worker's
compensation benefits.
Aldridge, Inc.
Discipline
Failure to comply with handbook policies may result in disciplinary
action, up to and including termination. Specifically, we may implement
disciplinary measures for violating any workplace policy. Possible
discipline is a verbal or written warning, a suspension, or discharge.
Depending on severity we may move directly to discharge without a warning.
Your Pay and Benefits
Aldridge, Inc.
Getting Paid
Pay Day
Payday is every other Monday. Your first pay day depends on when in the
pay cycle you start the job. Click on the chart to determine when that
will be ->
Direct Deposit
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.
Pay Stubs/Earnings Information
To access your Pay Stubs and Earnings Information
online:
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 from a PC, Laptop or Tablet
browser 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.
Sign up for Electronic W2
Get your W-2 early after the new year by enrolling in electronic
delivery! Click
here to sign up.
Vacation Policy
Our policy is to provide a paid vacation to all full time employees
subject to the following:
- Eligibility: One week of vacation after one year;
two weeks after three years. Must be used within the following year -
no rollover or payout if unused.
- Scheduling: Requires company approval, 30-day
advance request, and must be taken in full weeks. Certain
holiday blackout dates apply.
- Vacation Pay: Based on prior year's wages, paid
after returning to work. No carryover or payout if employment ends.
- Early/Extra Vacation: Must be pre-approved
and is unpaid. Extra time off may affect future
eligibility.
For full details, refer to the complete policy click
here.
Aldridge, Inc.
Holidays and Holiday Bonus
We are typically open 24 hours, 7 days per week, including all holidays.
We pay a bonus to server/cooks for working the following holidays:
- New Years Day - 1st and 2nd shift
- July 4 - 1st, 2nd, and 3rd shift
- Thanksgiving - 1st, 2nd or 3rd shift
- Christmas - 1st, 2nd and 3rd shift
- New Years Eve - 3rd shift
Notes:
1 The bonus is subject to not being absent the entire holiday
week, or tardy more than 10 minutes on the shifts defined above. 2
Trainees are excluded from the Holiday Bonus
Aldridge, Inc.
Reviews and Raises
Reviews
- Reviews are conducted around your work anniversary to provide
feedback and discuss growth opportunities.
- 45-Day Preliminary Review: Provides initial feedback and considers
eligibility for a raise at the 3-month mark.
- 3-Month Review: If a raise is not granted, a follow-up review may be
scheduled after three additional months to support skill development.
- Annual Review: Conducted on your work anniversary to assess progress
and future potential.
Raises
- Raises are merit-based, reflecting performance, rule compliance, and
consistent effort. Key factors include:
- Good attendance (this is critical).
- Following company policies.
- Maintaining uniform standards.
- Completing shift duties and communicating effectively.
- Poor attendance or rule violations will make you ineligible for a
raise, regardless of other contributions.
Early or Interim Raises
Exceptional performers or those with substantial, verifiable prior
experience may qualify for early or interim raises.
Aldridge, Inc.
Promotions and Advancement
We value ambition and hard work, and we're proud to offer exciting
opportunities for growth within the company. Positions available for
promotion include:
- Trainer: Gain leadership experience and earn a bonus
for your expertise and dedication.
- Assistant Manager: Take the next step in your
career with increased responsibilities and an extra
wage.
- Manager: Achieve a leadership role with a competitive
wage or salary, additional benefits, and
the opportunity to shape the success of your team and the company.
If you're interested in advancing, we encourage you to take the next
step! Contact Tom Aldridge directly at (414) 271-5050, extension
103, or email toma@aldridgeinc.com
to discuss your goals and learn more about these opportunities.
A Few Words about Training
Aldridge, Inc.
Training
We want you to succeed! To set you up for success, we provide
personalized, one-on-one training with a certified trainer. Your training
plan includes:
- 5 Cook Training Days (CTrn1, CTrn2, etc.)
- 3 Server Training Days (STrn1, STrn2, etc.)
Training begins with cook training, and you will follow the exact
schedule of your trainer.
What to Expect
- Bring a Pen: Have a pen with you every day.
- Stay Focused: Stay by your trainer's side, follow their instructions
closely, and avoid taking independent action unless directed. As you
progress, you'll gradually take on more tasks independently.
- Daily Readings: Each day includes a small amount of reading from
training materials (details provided).
Your Role
- Arrive on time, in uniform, and ready to listen and learn.
- Daily progress evaluations will track your readiness. If you are
late, absent, or fail to meet expectations, employment may be
terminated without warning.
Compensation
- Training wage: $15.00/hour.
- Tips and surcharges start after training is complete.
- If employment ends before all training hours are processed,
remaining training hours will be paid at $10/hour.
Final Goal
The goal is for you to work confidently and independently with minimal
supervision.
Encouragement
Training takes time, and adjustments are part of the process - stick
with it! We're excited to have you on the team. Welcome aboard, and good
luck!
Aldridge, Inc.
Separation of Employment
If you're considering leaving, we encourage you to first discuss your
concerns with the manager. If you do decide to resign, please provide at
least two weeks' notice to allow time for a replacement.
Employees who give two weeks' notice and have worked for at least six
months may qualify for up to $200 in severance pay
(prorated to 37.5 hours).
- Management may choose to remove you from the schedule before your
specified last day.
- Your final paycheck will be sent via direct deposit on the next
regular payday.
- After leaving, we ask that you refrain from visiting the
restaurant for 30 days.
- Rehire eligibility will depend on your conduct during employment
and the manner in which you resigned.
Acknowledgment of Handbook
Read and Sign click
here
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