domino's handbook.pdf

King Beast Pizza & Carpe Diem Pizza

Team Member Handbook

Revised April, 2014

Welcome to Domino’s Domino’s Pizza •

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Introduction Employment o At-Will Employment o Equal Employment Opportunity o Reasonable Accommodation/Mod Accommodation/Modified ified Job Duties o Open Door Policy o Cross Training o Hustle

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Our History o Domino’s Pizza o TEAM SEATTLE

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Our Vision o Mission Statement o Guiding Principles o Our Motto

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Employment Policies o Employment of Minors o Employment Status o Rehire Status o Immigration o Criminal History/Background History/Background Checks o Anti-Harassment o Violence Free Workplace o Drug Free Workplace o Tobacco/Smoking o Nepotism o Attendance o Progressive Discipline o Scheduling, Clock-In, & Timekeeping o General Manager Hour Requirements o Pay Day: Direct Deposit/Paycard o Electronic W2’s o Pay-For Performance o Professional Conduct o Discount Food Policy o Customer Service Standards o Natural Disasters o Weather o Pre Rush Prep (PRP)

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TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

Welcome to Domino’s Domino’s Pizza •

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Introduction Employment o At-Will Employment o Equal Employment Opportunity o Reasonable Accommodation/Mod Accommodation/Modified ified Job Duties o Open Door Policy o Cross Training o Hustle

5 5 6 6 6-7 7

Our History o Domino’s Pizza o TEAM SEATTLE

8 8

Our Vision o Mission Statement o Guiding Principles o Our Motto

9 9 9

Employment Policies o Employment of Minors o Employment Status o Rehire Status o Immigration o Criminal History/Background History/Background Checks o Anti-Harassment o Violence Free Workplace o Drug Free Workplace o Tobacco/Smoking o Nepotism o Attendance o Progressive Discipline o Scheduling, Clock-In, & Timekeeping o General Manager Hour Requirements o Pay Day: Direct Deposit/Paycard o Electronic W2’s o Pay-For Performance o Professional Conduct o Discount Food Policy o Customer Service Standards o Natural Disasters o Weather o Pre Rush Prep (PRP)

10 10 11 11 11 11-13 13 14 14 15 15-16 16 16-17 17 17-18 18 19 19-20 20 20 20 21 21 2


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Employment Policies, Policies, (continued) o Image Standards o Personal Hygiene and Appearance o Long Distance Phone Calls o Company Uniforms and Equipment o Food Handler’s Permit o Food Tampering

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Safety and Security Policies o Worksite Safety & Security o OSHA & MSDS o Accident & Injury Reporting o Firearms and Weapondary o Robberies o Cell Phone Orders & Call Back Procedures o Credit Card Acceptance & Usage o Cash Management o Cash Drawers & Driver Banks o Manipulation of Store Monies, Paperwork, & Inventory o Bad Orders o Tax Exempt Sales o Delivery Expert Drop o Solicitation & Distribution

27 27-28 28 28 28 29 29-30 30-31 31 32 32-33 33 33 34

Leave of Absence Policies o Federal Family Medical Leave Act (FMLA) o Washington Family Leave o Pregnancy Leave o Family Care Leave o Parental Leave o Military-Related FMLA Leave o Military Leave o Washington Family Military Leave Leave o Medical Leave o Family Care Leave o Seattle Sick and Safe Leave o Civic Duties Leave o Crime Victim Leave o Personal Leave o Holiday Pay for Store Operations

35-37 38 39 39 39 39-41 41 41 41 43 43 44 45-46 46 46

3 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

Vehicle & Driving Policies o Safe Driver Delivery Pledge o Tipped Employee Notice and Acknowledgment o Delivery Driver Vehicle Expense Reimbursement o Automobile Insurance & Driver’s License Agreement o DUI/DWI Incidents o Driving History & MVR Standards o Vehicle Standards o Driving Standards o Reports of Bad Driving

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Electronic Communication Policies o Computer Usage o Mobile/Cellular Phone Usage o Phone Audit Monitoring o Picture & Video Posting o Social Media

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Benefits o Health Insurance o Discretionary Bonuses o Paid Time Off

57 57 57

Arbitration Agreement

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Inventory Purchase Between Stores

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Car Top Sign Policy

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Contact Information

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INTRODUCTION The contents of this manual are not a contract of any kind, but simply an explanation of the usual policies and procedures under which TEAM SEATTLE (“TEAM SEATTLE”, or the “Company”) does business as Domino’s Pizza. These materials are intended to complement existing Domino’s Pizza standards. TEAM SEATTLE reserves the right to change, add, and delete policies and procedures as it deems necessary without notice. Consult your General Manager, Area Supervisor, Human Resource Manager or Director of Operations if you have any questions regarding any policy or procedure in this manual or if you have any suggestions about this manual. For purposes of this handbook King Beast Pizza and Carpe Diem Pizza will be referred to as ‘TEAM SEATTLE’. 4 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

AT-WILL EMPLOYMENT TEAM SEATTLE is an at-will employer. The employment relationship between TEAM SEATTLE and the Team Member may be terminated at any time by either the Team Member or the Company, for any reason or no reason, with or without notice. No other employment relationship exists between TEAM SEATTLE and the Team Member. This at-will relationship cannot be changed by anything in this handbook or by any statements made by any other person. It can only be changed by written agreement approved by the Owner.

EQUAL EMPLOYMENT OPPORTUNITY TEAM SEATTLE is committed to the principle of equal employment opportunity. We recognize and appreciate the advantages of having a diverse workforce. Our intent is to create and support an inclusive environment to allow all Team Members an opportunity to reach their highest potential. Domino’s Pizza is comprised of people with different backgrounds, ethnicities, life styles and values. We must harness these differences so that our business teams and our individuals thrive. This will give us the competitive advantage. We will provide employment opportunities to our Team Members without regard to race, color, sex, sexual preference, pregnancy, childbirth or related medical conditions, religion, creed, gender, national origin, citizenship status, marital status, age, genetic information, disability, service member, or veteran status and any other category protected under federal, state or local law. If you feel, at any time, that you have not been treated in accordance with our principle of equal employment opportunity, please report it to the HR Manager immediately, or you may contact the Domino’s Pizza Safety Hotline. Every report will be investigated and appropriate corrective action will be taken, up to and including discharge, of any Team Member who violates this policy. In addition, the Company will not allow any form of retaliation against Team Members who report alleged violations of this policy in good faith or who cooperate in the Company’s investigation of such reports. Any form of retaliation in violation of this policy will result in disciplinary action, up to and including discharge.


REASONABLE ACCOMODATIONS/MODIFIED JOB DUTIES To assist our team members who are or become disabled, we will make reasonable accommodations as to enable such team members to continue performing the essential functions of their jobs. Consistent with this policy, we may modify job duties to comply with medical requirements or restrictions. Other accommodations, such as transfer to a vacant position for which the team member is qualified, may be appropriate, depending upon specific facts and circumstances of individual situations. Obviously, there are limits to the accommodations which we can realistically make. For example, where an accommodation would cause an undue hardship to the Company we would be unable to make the particular accommodation. Similarly, where placing an individual in a position, with or without accommodation, would cause the team member to be a direct threat to the team member or others, we may be unable to place the team member in a particular position. If you need to request a reasonable accommodation because of a disability or on-the-job injury, please contact Human Resources. We will discuss the matter with you, investigate your request, and to the extent possible, attempt to reasonably accommodate you.

OPEN DOOR POLICY From time to time you may have some concerns or questions about your work environment and wonder whom to speak with. We encourage you to take the following steps in resolving your issues. •

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Talk to your store General Manager with questions or concerns related to your job. Your General Manager should usually be the first opportunity to resolve your issue. Talk to your Supervisor. He/She will investigate your concerns and provide a response as soon as possible. If your concerns are still not resolved in a timely manner, contact Human Resources.

If you have a personal matter or are not comfortable addressing your concern with your General Manager and Supervisor, you may skip those steps and contact Human Resources. TEAM SEATTLE is committed to maintaining a positive and pleasant environment for every Team Member. Your concerns are important to us. Please take the time to bring your issues to our attention. We are committed to providing a work environment that is free of discrimination and harassment. We will not tolerate any retaliation against a Team Member who chooses to use the Open Door Policy.

CROSS TRAINING Cross Training is critical to the operations of our business. In order to maintain a high level of excellence to better serve our customers, all Team Members are expected to learn and 6 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

perform tasks and duties in a store. Your job description requires that you help anywhere that is needed, as determined by the manager in charge. This includes, but it is not limited to, answering phones, making pizzas, folding boxes, and tending ovens. It is also the responsibility of all Team Members to keep the store organized and clean, which may include sweeping, washing dishes, taking out the trash, stocking and cleaning the restrooms, etc.

HUSTLE Hustle is a requirement of all Team Members at TEAM SEATTLE. It is the act of always moving with purpose, as quickly as possible, and with a sense of urgency. This should be done without ever jeopardizing the safety of yourself or anyone else. While working inside the store, it is your responsibility to greet the customers within 9 seconds upon entry by saying “Welcome to Domino’s” and answer the phone on the first ring. It is our goal to get the customer’s order in the oven in less than 2 minutes. This allows us to make a prompt but safe delivery. As a Delivery Expert, you need to “hustle on your feet and not on the street”. This means that you should be running to and from your vehicle at all times and driving in the safest manner obeying all traffic laws.


OUR HISTORY Domino’s Pizza Domino’s Pizza began in the small small town of Ypsilanti , Michigan. Michigan. Tom Monaghan and his brother James James started the business business together in 1960 1960 when they purchased purchased a small small pizza location called called “Dominick’s.” A year later, James sold his interest interest in the business to his brother for a Volkswagen Volkswagen Beetle in the now infamous infamous “Bug Trade.” Tom moved forward forward and opened two more locations locations in Mt. Pleasant and Ann Arbor, Arbor, Mi. These 3 locations represent represent the three recognizable recognizable dots in our Domino’s Pizza logo. The plan was to add more dots as he gained more locations, but that plan was quickly abandoned when Tom realized his plans grew far beyond his dreams. dreams. Today, Domino’s Pizza stands stands at near 10,000 locations locations worldwide, with approximately approximately 4,000 international international locations. locations.

King Beast Pizza King Beast Pizza began in January of 1995 when Greg & Kenra Keller purchased purchased 2 stores from DP LLC in Silverdale and Bremerton, Washington. Before this purchase, Greg was a Corporate Area Supervisor and Kenra was a Corporate C orporate Administrative Administrative Assistant to the Corporate Operations Director. Greg began his career in Domino’s Pizza as an Assistant Manager in LaGrande, Oregon in 1984. Kenra began her career career in Domino’s Pizza as a Delivery Expert in Eugene, Oregon Oregon in 1986. Together they moved around Oregon, Oregon, Washington and and Hawaii managing managing different corporate corporate Domino’s Pizza Pizza stores. Over the next several years, they built 3 stores, Sequim, Port Townsend and E. Bremerton. Later they sold Sequim and Port Townsend and today King Beast Pizza, Inc. is represented by various locations locations in Kitsap County, County, Silverdale, Bremerton, Bremerton, E. Bremerton, Bremerton, and Poulsbo which which are proud to serve our military and surrounding communities.

Carpe Diem Pizza Carpe Diem Pizza began in September of 2008 when Greg & Kenra Keller purchased 17 stores from DP LLC in the greater Seattle area. Domino’s Pizza LLC wanted to sell the stores in the Seattle market to one owner and they called Greg and Kenra. Together King Beast Pizza and Carpe Diem Pizza make up TEAM SEATTLE. We are built on one brand, one system system and one team philosophy. philosophy. We are better together. That is what drives our success success as a franchise. TEAM SEATTLE SEATTLE strives to grow our business by developing developing great, friendly friendly people who will take take pride in serving serving our customers fresh, hot pizzas in a timely manner.


OUR VISION Love God, Love People, Change Lives

Our Mission Statement Exceptional Franchisees & Team Members on a Mission to be the Best Pizza Delivery Company in the World.

Our Guiding Principles • • •

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One Brand. One System. One Team. Putting Our People First Demanding Integrity Integrity is doing the right thing even if nobody else is i s around o Striving to Make Every Customer a Loyal Customer Delivering with Smart Hustle and Positive Energy o Smart hustle is the act of always moving with purpose as quickly as possible, without jeopardizing jeopardizing the safety of yourself yourself or anyone anyone else Winning by Improving Improving Results Every Every Day! Make sure the store is better when you leave than when you arrived o

Our Motto Who are WE? DOMINO’S PIZZA What are WE? NUMBER ONE What’s our GOAL? GOAL? SELL MORE PIZZA, HAVE MORE FUN!!! TEAM SEATTLE # 1! TEAM SEATTLE # 1!


EMPLOYMENT POLICIES EMPLOYMENT OF MINORS A person under under the age of 18 years is considered considered a minor. minor. Minors are employed employed in limited capacities to be in compliance compliance with federal, state, and local local laws. A minor is prohibited from driving for the Company in any capacity, including, but not limited to, delivery, making bank deposits, driving to neighboring locations to collect/buy inventory, running personal errands or driving to go door hanging. A minor may only be employed by the Company Company as an Insider/DoorHanger. Insider/DoorHanger. Minors are are required to complete complete a Non-Driving Non-Driving Agreement. Agreement. The Company does not employ minors under the age of 16. The General Manager must do grade checks on all minors employed with the Company on a regular basis during the school school year. We need to make sure that the minor’s school school work is not suffering because because of their employment with the Company. Company. It is the policy of TEAM SEATTLE that all minor Team Member’s maintain a “C” average in order to continue their employment with the Company.

EMPLOYMENT STATUS TEAM SEATTLE recognizes the following definitions of employment status: Team Member:

A person who receives wages or salary from TEAM SEATTLE

Part Time:

This status is determined by job classification classification and hours worked. All location crew members (Customer Service Representatives, Shift Runners, Level 1 Assistant Managers, Managers, Delivery Experts, or Marketing/Door Marketing/Door Hangers) are considered considered part-time. Any support staff or office staff who works less than 30 hours per week are also considered part-time.

Full-Time:

This status is determined by job classification classification and hours worked. Fulltime Team Members include General Managers (50 or more hours per week required), required), Level 2, 3 and 4 Assistant Assistant Managers (40 or more hours per week required) as classified classified by the Company. Any support staff or office staff who work 30 or more hours per week are also considered fulltime.

Exempt:

A Team Member who holds a position (executive, administrative, administrative, professional, professional, or sales) that t hat meets the requirements for exempt status as defined by the Fair Labor Standards Act.

Non-Exempt:

A Team Member who holds a position that is not exempt from the overtime requirements requirements as defined by b y the Fair Labor Standards Act. These Team Members are paid time and one half for all hours worked over 40 hours in a regular pay week worked for fo r the Company, unless otherwise required required by law. Overtime work must be approved approved in advance by the General General Manager or immediate immediate supervisor. supervisor. 10



REHIRE STATUS In an effort to improve the quality of our Team Members, TEAM SEATTLE has instituted a policy on rehiring former Team Members. Our policy is that if any Team Member quits without notice, walks out on a shift, or fails to complete the weekly schedule, he/she will not be eligible for rehire. Team Members, who quit without notice, abandon shifts or fail to complete their weekly schedule leave a store short staffed and place an unfair burden on other Team Members. Please keep this in mind if you are considering leaving our franchise. Many former Team Members try to return and work for us after they leave. If you leave our franchise, you need to give two weeks’ notice and complete your schedule, or you will not be eligible for rehire. In order to improve our business, we need to have quality Team Members who respect our customers, their fellow Team Members, and our Company. If a Team Member meets the rehire status, his/her rehire must still be approved by the Area Supervisor.

IMMIGRATION Under the Immigration Reform and Control Act of 1986 (IRCA), we are required to verify a Team Member’s identity and his or her right to employment in this country, no later than three business days after commencement of employment. It is our policy to comply with this law which is enforced by the U.S. Citizenship and Immigration Services (USCIS)

CRIMINAL HISTORY/BACKGROUND CHECKS TEAM SEATTLE will research criminal histories and other background information prior to and during the course of employment for reasons that include, but are not limited to, hiring, promotions, or investigations.

ANTI-HARASSMENT We do not tolerate the harassment of applicants, team members, customers, or vendors. Any form of harassment relating to an individual’s race; color; religion; national origin; sex (including same sex); pregnancy, childbirth, or related medical conditions; age; disability or handicap; citizenship status; service member status; or any other category protected by federal, state, or local law is a violation of this policy and will be treated as a disciplinary matter. Violation of this policy will result in disciplinary action, up to and including immediate termination. 12 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

If you have any questions about what constitutes harassing behavior or what conduct is prohibited by this policy, please discuss the questions with your immediate supervisor or one of the contacts listed below. At a minimum, the term “harassment” as used in this policy includes: •

Offensive remarks, comments, jokes, slurs, or verbal conduct pertaining to an individual’s race; color; religion; national origin; sex (including same sex); pregnancy, childbirth, or related medical conditions; age; disability or handicap; citizenship status; service member status; or any other category protected by f ederal, state, or local law.

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Offensive pictures, drawings, photographs, figurines, or other graphic images, conduct, or communications, including e-mail, faxes, and copies pertaining to an individual’s race; color; religion; national origin; sex (including same sex); pregnancy, childbirth, or related medical conditions; age; disability or handicap; citizenship status; service member status; or any other category protected by federal, state, or local law.

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Offensive sexual remarks, sexual advances, or requests for sexual favors regardless of the gender of the individuals involved.

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Offensive physical conduct, including touching and gestures, regardless of the gender of the individuals involved.

We also absolutely prohibit retaliation, which includes: threatening an individual or taking any adverse action against an individual for (1) reporting a possible violation of this policy, or (2) participating in an investigation conducted under this policy. Our supervisors and managers are covered by this policy and are prohibited from engaging in any form of harassing, discriminatory, or retaliatory conduct. No supervisor or other member of management has the authority to suggest to any applicant or team member that employment or advancement will be affected by the individual entering into (or refusing to enter into) a personal relationship with the supervisor or manager, or for tolerating (or refusing to tolerate) conduct or communication that might violate this policy. Such conduct is a direct violation of this policy. Even non-employees are covered by this policy. We prohibit harassment, discrimination, or retaliation of our team members in connection with their work by non-employees. Immediately report any harassing or discriminating behavior by non-employees, including contractor or subcontractor employees. Any team member who experiences or observes harassment, discrimination, or retaliation should report it using the steps listed below. If you have any concern that our No Harassment policy may have been violated by anyone, you must immediately report the matter. Due to the very serious nature of harassment, discrimination and retaliation, you must report your concerns to one of the individuals listed below:


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First, discuss any concern with your store’s General Manager.

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If you are not satisfied after you speak with your General Manager or if you feel that you cannot speak to your General Manager, discuss your concern with your store’s Supervisor.

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If you are not satisfied after you speak with your store’s Supervisor or if you feel you cannot speak to your store’s supervisor speak to either Human Resources or the Director of Operations.

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If at any time, you feel the need to speak to other members of management, you may contact the owners, President, CEO, Vice President or CFO. You should report any actions that you believe may violate our policy no matter how slight the actions may seem.

We will investigate the report and then take prompt, appropriate remedial action. The Company will protect the confidentiality of team members reporting suspected violations of this or any other Company policy to the extent possible consistent with our investigation. You will not be penalized or retaliated against for reporting improper conduct, harassment, discrimination, retaliation, or other actions that you believe may violate this policy. We are serious about enforcing our policy against harassment. Persons who violate this or any other Company policy are subject to discipline, up to and including immediate termination. We cannot resolve a potential policy violation unless we know about it. You are responsible for reporting possible policy violations to us so that we can take appropriate actions to address your concerns.

VIOLENCE FREE WORKPLACE The Company strives to create and promote a safe and professional work environment. You are expected to treat your co-workers, our customers, and our visitors in a safe; and nonthreatening manner. Remarks or behaviors that are threatening, intimidating, discriminatory, insubordinate and/or disruptive to business operations are never appropriate and will not be tolerated. Violence or threats of violence in the workplace are prohibited, including anywhere while conducting Company business. In addition, no weapons (including, but not limited to, baseball bats, guns, and knives of any kind) are allowed on the premises. If you feel that your safety or the safety of others is threatened at any time, or if you witness or experience any violent, threatening, harassing, intimidating or other disruptive behavior, you have the responsibility to exercise good judgment and report such conduct immediately to any of the following Team Members: your General Manager, Supervisor, Director of Operations or Human Resources. The Company prohibits retaliation of any kind against any Team Member for reporting a safety concern.


DRUG FREE WORKPLACE As a condition of employment, all Team Members must refrain from reporting to work or working with the presence of drugs or alcohol in their systems. Refusal to submit to any authorized drug or alcohol test, or having confirmed positive test, will be grounds for disciplinary action, up to and including termination. A second diluted or manipulated drug test will be considered positive. Team Members are also subject to disciplinary action, up to and including termination, for using drugs or drinking alcoholic beverages or for distributing, dispensation, or possession of drugs or alcohol on Company premises or in a vehicle used on Company business. Domino’s Pizza has the right to request a search of any personal items on Company premises and any personal vehicle used for Company business. Refusal to provide permission for such a search may result in disciplinary action, including termination. In addition, a Team Member is required to notify their General Manager or Supervisor whenever they are using a prescription drug or over-the-counter medication that affects their ability to safely operate a motor vehicle or perform normal job duties. Team Members may be instructed to submit to the following types of drug and alcohol testing: (1) reasonable suspicion testing (2) testing following all on-the-job accidents, including vehicular accidents. Any Team Member who has a confirmed positive drug test may request a retest of the same sample at his/her expense. The Team Member must make the request to their Supervisor within 72 hours after being informed of the verified positive test. Further information regarding the Company’s Drug-Free Workplace Policy may be obtained by contacting your Supervisor. Specific requirements of this policy may be modified or deleted as required by state or local laws or ordinances in jurisdictions where the Company operates.

TOBACCO/SMOKING TEAM SEATTLE is a tobacco free work place. Due to overwhelming comments and requests from Customers all employees must use tobacco products completely off the property and ou t of sight from customers. As mandated by Washington State law, we maintain a tobacco-free environment in all Company facilities and vehicles. In addition, Employee's clothes must be free from the odor of smoke, tobacco and other strong or offensive odors. Employees cannot use tobacco products in or on Company property, in or on company work sites, automobiles used for delivery, or within sight or smell of these locations. Tobacco use and smoking of any kind is not permitted by any Team Member in the store. It is also not permitted by any Team Member while driving on the clock. Tobacco use and smoking is not allowed while on duty, unless the Team Member is on an authorized break, but never in or around the store’s area. When using tobacco products you must be out of uniform and out of any customer view. Smoke breaks are to follow the break policy of 1- 10 minute break for every 4 hour shift, no more! Taking a smoke break every hour or more is not being supportive of other Team Members who do not smoke. It is mandatory that you properly dispose of any and all litter materials associated with tobacco products. 15 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

NEPOTISM We recognize the sensitive nature of having family members or members of the same household employed in the same store, department, unit or function. In order to avoid the perception of favoritism among team members, we do not allow the employment of two related individuals, or members of the same household, in the same store, department, unit or function if a direct or indirect supervisory relationship exists between the two. Usually TEAM SEATTLE Inc. will not refuse to hire someone simply because he or she is related to one of our current employees. If you have a relative who might be perfect to fill an open position at TEAM SEATTLE, please don’t hesitate to refer this person to us. There are times, however, when employing relatives is inappropriate and has the potential to affect the morale of other employees. Therefore, we will not hire relatives of employees where one relative will supervise the other unless a prior determination has been made by management. If two employees become related while working for the company, and if one of them is in a position of supervision over the other, only one of the employees will be allowed to keep their current position. The other will either have to transfer to another position within the company, if available and if qualified, or leave the company. Under this policy, the term “relative” encompasses husbands, wives, live-in partners, parents, children, siblings, in-laws, cousins, aunts, and uncles. This policy covers biological relationships, marriage relationships, and step relationships.

ATTENDANCE The Company requires Team Members to report to work as scheduled by your General Manager unless faced with an undue hardship. If a Team Member has an emergency, serious illness or otherwise cannot make their shift on time, he/she is to contact the General Manager at least two (2) hours prior to shift start time AND the employee is to locate an appropriate Team Member to cover that shift. We require the Team Member to personally contact the management person in charge of the store at the time of their shift. We will not accept a call from a family member, friend, or any other person unless the Team Member is incapacitated. If a Team Member calls in because of an illness three or more consecutive days in a row, he/she is to bring in a doctor’s note stating he/she is released to come back to work. After the first day of absence, the Team Member is required to contact the General Manager personally and remain in daily contact with the General Manager to determine correct scheduling and a course of action to return to work. If the Team Member requires time off or additional time off that could potentially fall under the Family Medical Leave Act (FMLA) or Americans with


Disabilities Act (ADA) or any other local, state, or federal law or regulations, he/she is to contact the General Manager, Supervisor or Human Resources immediately. If a Team Member calls in for any situation other than illness, and is absent three or more days in duration, and does not meet FMLA, ADA or other state requirements, the General Manager and/or Supervisor may take disciplinary action against the Team Member up to and including termination. An absence means missing a scheduled shift. Once a location’s schedule is published, any changes must be approved by the General Manager. If the Team Member is tardy on a frequent basis or continually asks to leave their shift early or changes their shift times after the schedule is set, disciplinary action will be taken up to and including suspension and/or termination. We ask that Team Members report to work no earlier than five minutes before their scheduled start time, except in the case of inclement weather (heavy rain, snow or ice or threat of snow, etc.). A Team Member is late when he/she clocks in more than five minutes after their scheduled start time OR when he or she reports to work without full uniform or failing to meet image standards at the start of the scheduled shift. You must be in 100% full image before clock in. If a Team Member decides that he/she will neither show up at their scheduled start time nor call in as described above (no call/no show), the General Manager and/or Supervisor may take disciplinary action against the Team Member up to and including immediate suspension and/or termination. If a Team Member has a no call/no show during his/her first 90 days of employment, he/she may be immediately terminated. It is the Team Member’s responsibility to obtain reliable transportation to and from work. Failure to do so could result in a change of position, reduction in hours, or termination.

PROGRESSIVE DISCIPLINE For any and all policy violations, TEAM SEATTLE has the following progressive disciplinary policy: •

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First Offense is a verbal warning-documented in the employee record on the store’s Pulse system and a copy sent to Human Resources. Second Offense is a written warning- documented in the employee record on the store’s Pulse system and a copy sent to Human Resources. The third offense is disciplinary action up to and including suspension and/or termination.

The Company reserves the right to skip steps and proceed to termination, in its sole discretion, even for a first offense.

SCHEDULING, CLOCK-IN, & TIMEKEEPING The hours of operation for each location are determined by the Company and may vary among locations. The schedules for all Team Members are made on a weekly basis as business allows. It is the Team Member’s responsibility to check the schedule when published and thereafter. These schedules may vary from week to week and may change after the schedules have been published, based on the needs of business. 17 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential


School schedules may be requested to further assist in the location’s scheduling. Schedule requests are to be submitted in advance to the General Manager, which may or may not be granted as business allows. All Team Members are required to work at least ONE weekend shift (i.e. Friday, Saturday, Sunday) as business allows. Team Members’ hours are recorded via an automated timekeeping system. We ask that Team Members report to work no earlier than five minutes before their scheduled start of their shift as business allows (Reference: Attendance Policy). No Team Member is allowed to clock-in unless they are in full compliance with our image standards (Reference: Image Standards). In the event of an error in timekeeping using our automated timekeeping system, please notify your General Manager or immediate supervisor to rectify the situation. We appreciate your commitment to excellence. However, you should never perform work while not clocked in. Our policy is you will be compensated for any work you perform for the Company that is within the scope of your employment. You cannot “volunteer” to work for the Company doing work that would normally be part of your job in or around the location, delivering, or at any other location. If you are ever asked to work for the Company while not clocked in, please notify your Area Supervisor or the Human Resource Manager as soon as possible. Working while not clocked in could result in disciplinary action up to and including termination.

GENERAL MANAGER HOUR REQUIREMENTS All General Managers are required to work a minimum 50 hour work week. This is a minimum 5 day work week. GMs may not work 50 hours in 4 days and think they have met the requirement. Hours do not roll or get combined from 1 week to the next. This is 50 hours minimum every week. If a GM is short hours, short hours will be charged against PTO (paid time off) and disciplinary action will be taken up to and including suspension and/or termination. If the General Manager is not hitting the goals assigned to them by their Area Supervisor and Director of Operations, the GM may be required to work more days and hours. All General Managers are required to close on Period Ending Sunday. GMs are required to work weekends unless approved by their Area Supervisor. The Area Supervisor has the right to approve and deny the GMs schedule based on the needs of the business and the overall performance of the GM.

PAY DAY: DIRECT DEPOSIT OR PAYROLL CARD TEAM SEATTLE uses a biweekly fiscal calendar to calculate our Company’s payroll. The set pay period goes from Monday through Sunday for two weeks; pay day is 8 days later on Monday. There is not a hold on your first weeks’ hours or first paycheck. You must be clocked in for all hours worked. You are paid for all hours clocked in for that pay period on the designated pay day. Any discrepancies or questions about hours need to be addressed with the Human Resource Manager immediately following that pay period.


Payroll is paid by Direct Deposit only . Your funds will be available biweekly on or before pay day (Monday). You will complete a Direct Deposit Authorization form in your New Hire Paperwork packet designating the account of your choice: Bank Account or Pay Card. The payroll card is a reloadable Visa debit card issued through Intuit. This pay card is mailed directly to the mailing address you provided on your form. You need to make certain that you are able to receive mail at the address that you provided. It will come in a plain white envelope. As soon as you receive your Pay Card, you need to activate it and then call or email the Human Resource Manager that you have received the Pay Card and turn the signed form that comes with the card in to your General Manager to send to Human Resources. This provides us with the account and routing number for your card. We cannot load your payroll funds to a card that we are not CERTAIN you have obtained and activated. Contacting the Human Resource Manager is solely your responsibility and failure to do so can result in your payroll being delayed. The employee is responsible for submitting updated Direct Deposit Authorization forms to the Human Resource Manager for bank account changes NO LATER than 8 am Wednesday before pay day. Failure to submit changes in a timely manner may cause the employee’s payroll to be returned to TEAM SEATTLE by the employee’s bank. The employee’s payroll will not be resent until the original deposit has been returned to our bank. The day of return depends on the employee’s bank. If a direct deposit must be resent due to an error by the employee or the employee’s bank, the employee will incur the direct deposit fee charged by TEAM SEATTLE ($10 at this time, subject to change at any time). This fee will be deducted from the pay being resent. All paycheck stubs can be viewed on line. The Human Resource Manager will send you an invitation via email to the email address that you provided in your New Hire Packet. This is the only way to get access to your paycheck stubs. Please follow the simple instruction in the invitation and keep your log in and password in a safe location as we do not have access to these and cannot retrieve them for you. Team Members are encouraged to check their paycheck stubs every pay period to ensure accuracy. If there is an error regarding your pay, please report it immediately to your Manger or the business office. Failure to report an overpayment may be grounds for disciplinary action up to and including termination.

ELECTRONIC W-2S TEAM SEATTLE provides W-2s electronically ONLY. You have access to your electronic pay statements even after you have left the Company as long as you have your log in and password. The Company does NOT print, mail or deliver paper copies of W-2s.


PAY FOR PERFORMANCE The Company exercises a Pay For Performance (PFP) policy. The cornerstone of this policy is that Team Members are paid based on results, not on perception of how hard a Team Member works. In this program, pay increases are primarily based on individual performance results. This allows the Company to differentiate exceptional performance from performance that does not meet an acceptable level. Other factors that influence a Team Member’s PFP include competitive position in the marketplace, Company profitability, and economic conditions. Overall, the Company’s PFP policy recognizes individual performance and competitiveness of the position’s compensation in the job marketplace.

PROFESSIONAL CONDUCT We are committed to providing a work environment that encourages mutual respect and professionalism among Team Members. You are expected to be responsible and reasonable, and conduct yourself in a professional, business-like manner, which includes being honest, ethical, and safe. We expect your behavior to be professional in the workplace and whenever you are representing the Company. When we say “professional behavior,” we mean that we expect you to avoid the examples of misconduct listed below. The following is a partial list of acts that are considered misconduct and may result in disciplinary action up to and including suspension and/or termination: •

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Violation of any existing policies and regulations, as well as local, state and federal laws. Failure to perform your job duties to the best of your ability and to the standards as set forth in the job description or as otherwise established. Insubordination and/or refusal to do assigned work. Failure to treat customers, suppliers, and visitors with courtesy and respect. Failure to behave in an honest and ethical manner at all times. Falsification, manipulation, or misrepresentation of Company documents and/or records, reports, or documents required by law. Failure to comply with the Image Standards established for your work site. Being under the influence of alcohol, illegal or controlled substances while at work or on Company property. Engaging in gambling, disorderly or immoral conduct while on Company premises or business. Failing to work cooperatively with others to perform your jobs. Verbal or physical altercations, intimidating behavior, threats of violence or any similar conduct. Using foul or abusive language or profanity of any sort. Unauthorized use of Company equipment, supplies, food, funds, or time. Sending, receiving or posting defamatory information . Making false, fraudulent or malicious statements about the Company, customers, suppliers, or visitors. Any off-duty offense which would reflect negatively on Domino’s Pizza or the Company.


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Failure to open a location for business at the designated opening time and/or closing a location for business before designated closing time without the approval of your Area Supervisor or Director of Operations. Theft of, or unauthorized removal of, Company property or funds. Solicitation of tips or unauthorized adding of tips to a credit card.

DISCOUNT FOOD All TEAM SEATTLE, employees are entitled to a 35% discount off the regular menu price of any and all products purchased at any Domino’s Pizza store owned and operated by TEAM SEATTLE. This discount is available for carry out orders only. All delivered orders for employees are at regular menu price, coupon price, or current special price plus delivery charge. The employee discount may be extended to immediate family members with the approval of a store’s General Manager. Store employees may eat remakes or bad orders once the General Manager has determined that an acceptable amount of time has gone by and the General Manager has given permission. At no time should a pizza be purposely made incorrectly in order for store employees to get free food.

CUSTOMER SERVICE STANDARDS Every Team Member must take every customer complaint or concern seriously and ensure that he/she take appropriate steps to resolve the problem. Satisfying the needs of the customer should never be thought of as “that’s not my job”. If a customer complaint is received, all Team Members are expected to listen and act appropriately. You should NEVER argue with the customer. You should never suggest that the customer is lying. If a customer is dissatisfied, we should give them their order for free. It is EVERY Team Members responsibility to WOW the customer. The customer is KING. In the unfortunate event that you receive a customer concern, management must WOW the customer and handle the concern within 24 hours. You may never be rude, disrespectful or argumentative with a customer. The customer is KING!

NATURAL DISASTER All Team Members must understand emergency procedures for natural disasters and emergency situations. All Team Members should familiarize themselves with evacuation routes. Please refer to the NTO handbook.


WEATHER At TEAM SEATTLE we may periodically encounter situations involving the weather that will directly affect the safety of our Team Members. These situations may include (1) snow, sleet or ice, and (2) power outages. If any of the above situations should present a threat to the safety of our Team Members, action must be taken. The Area Supervisor or Director of Operations are the ones who determine whether delivery operations will be altered in TEAM SEATTLE locations. The levels of operational changes that the Area Supervisor or D of O may use are: Level 1:

Suspend delivery to affected areas. The employees will need to advise customers in these areas that deliveries have been suspended in the interest of safety. Explain to them that they may purchase carry out orders.

Level 2:

Stop delivery to all areas. The employees will need to advise all customers that deliveries have been suspended in the interest of safety. Explain to them that they may purchase carry out orders if it is safe to do so.

Level 3:

Close location until emergency has subsided.

If a General Manager believes that these or any situation may affect the safety of his or her Team Members, he or she must immediately contact their Area Supervisor. The Area Supervisor will review the situation and make a final decision. If the Area Supervisor is not available, the General Manager must contact the Director of Operations.

PRE RUSH PREP (PRP) Location Team Members are responsible for ensuring preparation of our locations before the business’ busiest times of the day, commonly called the rush. Some of the basic duties involved in Pre Rush Preparation include, but are not limited to: •

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Prepping pizza sauce, chicken products, tomatoes, black olives, and other similar food items. Folding and stocking pizza boxes Stocking the make line with refrigerated adequate food items to make it through the rush Proofing an adequate amount of dough for the day’s business Prepping and stocking all sauces Organizing and stocking the Coke cooler in a timely manner, allowing for proper cooling of beverages before sale Organizing, stocking and rotating items in the walk-in cooler

Any timed and/or regular orders received during PRP are top priority and must be addressed before resuming the prep as business allows. Although this may temporarily interfere with 23 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

the PRP, this does not excuse failing to complete the PRP. Team Members must enlist the help of other Team Members and management to ensure the PRP gets done or notify management immediately if business does not allow its completion. Failure to complete PRP may result in disciplinary action up to and including demotion and/or termination.

IMAGE STANDARDS The Company takes our image very seriously. In doing so, we satisfy health regulations, and we enhance the professional image we convey to our customers. All Team Members must be in uniform while performing their regular work duties. The uniform must always be clean, in good repair, and worn in a manner in which it was intended. No alterations can be made to the standard uniform without approved variance from TEAM SEATTLE. Team Members shall not wear any part of the approved uniform except while on duty or while going directly to and from work. Team members shall not enter any other pizza establishment while attired in an approved uniform, except while making a delivery. Only those Team Members in full uniform may deliver customer orders. Team Members in uniform must always conduct themselves in a courteous and professional manner. Team Members are also prohibited from consuming alcoholic beverages in a public establishment while in uniform. Any requests for alterations of the uniform must be approved by TEAM SEATTLE. Team Members may request an exception to these standards for religious/cultural/medical reasons through Human Resources. The Company will comply with any federal, state, or local laws that prevent application of any of these standards. In the event that a Team Member has personal possession of any part of the uniform, the Team Member is expected to return the uniform upon separation from the Company unless FULL payment was made in advance. The Team Member Domino’s Pizza uniform consists of the following elements: SHIRT Only a Domino’s Pizza approved shirt may be worn as part of the uniform. These pieces include Polos (preferably for Delivery Drivers), crewnecks (for CSRs and Management), and black polo shirts (for management only) All shirts worn must be clean, not faded, frayed or washed out. Shirts must be tucked in. Shirts must be of the appropriate size Undershirts of whiteor black are the only approved colors. Undershirts may not have any visible print and must be tucked in and not show below the bottom of the uniform shirt •

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SLACKS Black slacks will be supplied by Team Member. They may only be slacks or cargo style Pants must be clean and pressed daily. Pants must be in good repair at all times Denim or corduroy material of any kind or color is not permitted Track pants, yoga pants and sweats are not permitted If slacks have belt loops a belt must be worn Slacks must be kept at waist level and not hang below the natural waistline • • • • • •


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Shorts may be worn in the approved Black slack material. Shorts may not exceed 2” above the knee and must be hemmed. “Cut-offs” are not permitted Capri pants are approved for women only in black. The length of the capri pants is to fall below the knee and above the ankle

SOCKS Socks are provided by Team Members. Socks or hose must be worn at all times and must cover the ankle bone •

BELTS All Team Members wearing pants or shorts with belt loops must wear a belt. All belts worn must be in a solid color of white, black or brown no decorative buckles may be worn Suspenders are not permitted as part of the uniform •

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HATS/HAIRNETS All Team Members must wear an approved clean uniform hat or visor provided by the Company Team Members wearing a visor while preparing food may be required to wear a hairnet If the Team Member uniform is worn, the Domino’s Pizza approved hat or visor must be worn. The only exception is if the uniform is worn during a meeting or training session that does not involve food prep or training No head covering may be worn under the hat or visor The approved Domino’s Pizza uniform hat or visor must be worn at all times while on delivery and in-store while in uniform and on the clock • •

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JACKETS Jackets are not a required part of the uniform. However, if a jacket is needed, only an approved Domino’s Pizza uniform jacket is permitted No personal jackets are approved Domino’s Pizza uniform jackets can be purchased by the Team Member for half the cost of the jacket. The Company will pay the remaining cost If warmth is needed, long sleeve shirts, sweatshirts, etc. can be worn under the uniform shirt. Approved colors and styles follow the same rules as undershirts. Hoodies are not allowed. Jackets must be clean and in good repair at all times. Jackets must not be faded •

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GLOVES Delivery drivers may wear gloves in inclement weather. Gloves must be a solid color, clean and in good repair •

APRONS All Team Members involved in food preparation must wear an approved Domino’s Pizza apron The apron must be clean, in good repair and not faded Apron must not be worn outside of the store Aprons must be removed before entering the restroom •

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JEWELRY Earrings are not permitted •


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Food preparation personnel: wedding rings only Delivery personnel: wedding ring and inexpensive watch Tongue piercings must be removed before work Ear gauges are not permitted Necklaces must be hidden by the uniform shirt and are only permitted for non-food preparation personnel. Only approved Domino’s Pizza pins may be worn and may only be placed on the side or back panels of the hat

SHOES Team Members must provide their own shoes Shoes must be comfortable and slip resistant is suggested Shoes must not be of extreme colors No open toed shoes are permitted (sandals, flip-flips, etc.) Must be clean and in good repair Socks must be worn at all times and must cover the ankle bone • • • • • •

PERSONAL HYGIENE AND APPEARANCE Team Members must adhere to the following appearance standards to satisfy health regulations and to enhance our image of professionalism. Team Members may request an exception to these standards for religious/cultural/medical reasons through Human Resources. The Company will comply with any federal, state, or local laws that prevent application of any of these standards. HAIR •

MEN Haircuts must not be or appear to be long or ragged. Hair must be neatly groomed and reasonably trimmed on the back of the neck, and length of hair may not exceed the top of the uniform shirt collar. Hair is not allowed to be tucked underneath the uniform hat o Dyed/colored hair in unnatural colors (green, pink, blue, 2-tone, etc.) and extreme hair styles do not meet standards Hair visible in front of the hat must be groomed and in good taste. Hair must be o a minimum of one-half (1/2”) inch above the eyebrow o No facial hair may exist below the bottom of the ear except for a neatly trimmed mustache which shall not exceed the width or length of the upper lip o Beards, goatees, and facial hair below the lip are not permitted Daily shaving is a requirement. If beginning to grow an acceptable mustache, it o is recommended that the beginning growth be done on days off or vacation. Sideburns should not extend below the earlobes, and the width should not o exceed one (1”) inch WOMEN o Women with hair longer than the top of the uniform shirt collar must secure hair under the hat or have it suitable restrained with a hairnet, rubber band, or barrette. Restrained hair that is not tucked under the hat must be restrained behind the shoulders o

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Dyed/colored hair in unnatural colors (green, pink, blue, 2-tone, etc.) and extreme hair styles do not meet standards. Hair visible in front of the hat must be groomed and in good taste. Hair must be a minimum of one-half (1/2”) inch above the eyebrow Makeup must be modest and discreet Any female Team Member who holds sincere religious beliefs that forbid the wearing of pants by women will be allowed to wear a skirt in a style and color determined by Domino’s Pizza. A written request must be submitted in advance

FINGERNAILS Neatly trimmed, clean, and not to exceed ¼” beyond the end of the fingertip Fingernail polish is not permitted False (fake)/artificial fingernails are not permitted • • •

TATTOOS Tattoos should be tasteful and non-offensive in nature Tattoos must not be on the face, neck or hands as these areas can’t be covered with our current uniform components Team Members should make every reasonable effort to cover the tattoos that are visible during their shift. For example, a Team Member should wear slacks if he/she has a leg tattoo or a long sleeve undershirt for arm tattoos Exceptions will be made for traditional military affiliation tattoos that are nonoffensive in nature • •

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HYGIENE Team Members are to report for work clean and having taken the proper precautions to ensure body odor will be kept to a minimum Team Members should use perfumes and lotions with restraint Due to various health department regulations, all Team Members working in the food preparation areas are not to wear lotions, creams, oils, etc. on their hands Scrub hands with antibacterial soap for a minimum of 20 seconds before entering the production area, after handling non-food items (such as cash, broom, etc.), after using restroom or when hands may have become contaminated Exercise reasonable personal hygiene so that exposed parts of the body (face, neck, arms, and hands) do not constitute a threat to exposed food No person having infected sores or wounds, open abrasions or respiratory infections will be allowed to handle raw or finished goods Keep hands and fingers out of your mouth and hair while working. If a Team Member touches his or her mouth, face or hair, the Team Member must rescrub his or her hands Any Team Member who violates these policies may be subject to disciplinary action up to and including termination Smoking is not permitted while in uniform. Smoking is not permitted while on a delivery •

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LONG DISTANCE PHONE CALLS Long distance calls made from a TEAM SEATTLE locations may only be made for business purposes. Personal long distance calls will be considered theft from the Company, subject to repayment and/or may result in immediate termination.

COMPANY UNIFORMS AND EQUIPMENT At the end of employment, it is the Team Member’s responsibility to return to the store all uniforms, store keys and equipment that belong to TEAM SEATTLE. Failure to return Company property or pay back lost or stolen company monies may result in legal action.

FOOD HANDLER’S PERMIT Most municipalities where we operate Domino’s Pizza locations require there to be at least one Certified Food Manager working in each location. TEAM SEATTLE will pay for the time that any General Manager, GMiT, or Shift Leader spends in class to become a Certified Food Manager. Because these certificates often can be used in any other restaurant, TEAM SEATTLE will not pay the cost of the class required to become certified. Any fines or penalties levied due to a Team Member not having the required certification are the responsibility of the individual Team Member.

FOOD TAMPERING Your actions as a Team Member of TEAM SEATTLE impact the entire Domino’s Pizza brand. We will not tolerate tampering with food or any other similar actions that could damage our image as a brand and company. Domino’s Pizza and TEAM SEATTLE are willing and prepared to take appropriate legal action, to the fullest extent of the law when any Team Member is found to be tampering with food.


SAFETY AND SECURITY POLICIES WORKSITE SAFETY & SECURITY It is the goal of the Company and all our Team Members to provide and promote a safe working environment. The Company expects our Team Members to act in a safe and responsible manner to protect themselves and others. Individuals who are not employed by the Company are not allowed in the work areas of our locations. A Team Member who is off the clock is also not permitted in the work areas (behind the counters, in office, etc.) of our locations. Our Team Members must adhere to all Company rules regarding safety, fire prevention, health measures, and security measures. You should immediately report to local law enforcement any strangers, suspicious individuals, or vehicles that enter or attempt to enter secured areas of the work site. If you experience any discomfort or difficulty in using any equipment, you should discuss the situation with your General Manager and/or your Area Supervisor. They should address and correct the issue, if possible. In the event a resolution in not available, contact the Director of Operations or Human Resource Manager for assistance.

SURVEILLANCE TEAM SEATTLE has installed video cameras in all locations. Surveillance cameras are used in situations and places where the security of either people or property would be enhanced. Cameras will be used in a professional, ethical and legal manner Camera use will be limited to situations that do not violate the reasonable expectation of privacy as defined by law. The primary use of surveillance cameras will be to record images for future identification of individuals in the event of legal or policy violations. When an incident is suspected to have occurred, designated personnel may review the images from surveillance camera data. Video recordings from the cameras will be kept for a period time It should be noted that the surveillance camera’s may be used to determine inappropriate behaviors and may result in disciplinary action up to and including termination Requests to release information obtained through surveillance cameras must be submitted to an Owner • •

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OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION (OSHA) & MATERIAL SAFETY & DATA SHEETS (MSDS) All Team Members should be trained to understand current Material Safety Data Sheets (MSDS) on chemicals and other materials used by the Company. During your New Team Member Orientation (NTO), you will be given the opportunity to review the current MSDS standards and manuals that describe the purpose, ingredients, and protective equipment needed when using the materials, as well as other special precautions and information. Once you start team training at the location, you will be required to know and practice the information and precautions stated in each MSDS. It is not only for your safety, but also for the safety of others in the location. You will be required to be knowledgeable enough about MSDS information to answer any questions an OSHA inspector may ask you during inspection of the location. You can locate the MSDS information in the location office, or ask you General Manager for assistance. MSDS sheets are in a yellow binder near the chemical 29 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

station. We would like to take this opportunity to stress the importance of the MSDS information. It will be explained during your NTO and you must learn the information at the location during your initial team training. Thereafter, you will need to make sure you keep current on all MSDS information.

ACCIDENT & INJURY REPORTING The Company is committed to your safety. The Company wishes to see that each Team Member receives prompt, complete and appropriate medical treatment and attention in the event that he or she suffers a job-related injury/illness. This includes first aid for minor injuries. Should you be injured while on the job, you are under STRICT INSTRUCTIONS to notify your General Manager or Area Supervisor IMMEDIATELY. This means you must notify Company management as quickly as possible and practical to ensure that you receive appropriate medical treatment when you need it. In most cases this will be immediate, but notification ALWAYS must be made BEFORE the end of your shift or work period for the day. If you sustain an accident or injury while at work or on Company business, you must immediately contact you General Manager (unless you need immediate medical attention). Under such circumstances, seek medical attention and then contact your General Manager as soon as possible. An Accident/Injury Incident Report must be completed by the injured Team Member, a supervisor at the location, and any witness and/or witnesses to the incident. You were provided this form at NTO to place in your glove compartment. Team Member & witness statements in conjunction with any video surveillance may provide further detail to the nature of the injury and the means to prevent further incidents. In ALL accidents and/or injury incidents, the Team Member may be required to submit an immediate Post Accident/Injury Drug Test as part of our Drug Free Workplace Policy. Further information about workplace injuries and illnesses will be discussed during New Team Member Orientation (NTO).

FIREARMS AND WEAPONDARY Carrying firearms or any other dangerous weapons on company property at any time is prohibited. Any violation(s) of this safety policy will result in disciplinary actions up to and including immediate termination.

ROBBERIES Don’t resist, fight or argue with the robber! If a robber confronts a Team member, our first priority is NOT to resist. No amount of money is worth a human life. Cash management policies are in place to ensure minimal loss and thus minimizing the risk of targeting other locations. We should remain calm and cooperate with robbers and give them whatever they want. Keep the situation as short as possible and remain calm. Resisting the robber may increase the chance of injury. If the robber wants the safe opened, it is very important that we comply with his request. Two compartment safes will require that the acting management know the combination of both safes. Activate the safe, but inform the robbers that they must wait 15 minutes for the timedelay mechanism. Usually, they will not want to wait and may flee the premises. After the robbers leave, lock the door and follow incident reporting procedures.


CELL PHONE ORDERS & CALL BACK PROCEDURES All orders, either over the phone or internet, over $ 50 MUST be called back before they are made. More and more of our customers are utilizing cellular phone service. In some cases it is the only phone service they utilize at their homes and businesses. We, as delivery experts, must be able to service these customers, taking all reasonable and necessary precautions to ensure our driver’s safety. Basically, all cellular phone orders should fall into the following categories and should be handled as follows: CELLULAR PHONE ORDERS WITH A LAND-BASED PHONE DELIVERY LOCATION •

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Team Member takes the order and obtains the land-based telephone number at the delivery address. The land-based telephone number and the cellular number are cross-referenced together on the “delivery instructions” field on the computer for future orders and used by our drivers. If there is no prior order history, the driver does a security callback to the land-based telephone number prior to leaving the location. If there is no answer, a call is placed to the cellular number advising the customer that for driver safety, the delivery cannot be made until contact with someone is made on the land-based phone number.

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If a customer calls and says he/she has no land-based phone and this is his/her home number, the General Manager should be notified and the following should be considered: Is this a first time customer ordering? A call back is required. o Does the customer have an old land-based number you could check to confirm o any history, to verify the caller information. o Alert drivers that it is a cellular phone and as in any order, be cautious. o Have Team Member get good description of location and remind customers to turn on porch lights.

All precautionary measures should be taken to insure a safe delivery. Remember, all new customers must be called back.

CREDIT CARD ACCEPTANCE & USAGE TEAM SEATTLE locations accept Visa, MasterCard, Discover Card and American Express cards to pay for purchases. To be in compliance with federal laws governing credit card acceptance, prevent fraud and reduce fees we pay to the credit card companies, the following rules are in effect:


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Whenever possible, swipe the customer’s credit card through the credit card swipe in the location computer. This will result in lower fee charges from the credit card companies and reduce the chance of fraud. If you are unable to swipe the customer’s credit card, you must enter all information required by the Pulse computer system for that credit card including the customers billing zip code. Verify the customer’s name on the credit card matches the name on their driver’s license. Using a credit card for cash advance for either customers or Team Members is not allowed. Charges for items other than food purchases will be treated as theft and grounds for termination. By law, we are no longer allowed to make an imprint of a customer’s credit card on their receipt. All information pertaining to customer’s credit card is confidential and must be treated as such. Violation of the confidentiality of customer’s credit card information, alterations to amount on credit card receipts or forgery of a customer’s signature will be grounds for termination. Gift Cards are to follow the same procedures listed above for credit cards.

CASH MANAGEMENT Handle money responsibly. Drivers please reference the Company’s Safe Delivery Driver Pledge. Insiders and members of management must utilize the time-delay safe and till changes. Cash management is the responsibility of all management Team Members on their shift. Any misappropriation, mismanaged, or unaccountable Company funds will result in disciplinary action up to and including suspension and/or termination, as well as legal action. Members of management should reference the Manager’s Reference Guide and review further policies and procedures regarding cash management. The Managers’ Compensation Policy states that every General Manager is responsible for the cash control at his or her location. General Managers have shortages deducted from their bonus checks. Accordingly, any hourly waged Team Member assigned to run a shift must be responsible for the cash control at his or her location. There are many things that need to be done to control cash shortages: •

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At the start of a shift, count the till. Make sure all the money is there when you start work. Control till access. Only the person in charge should have a key to the till. Get receipts for all cash paid out. Missing receipts cause cash shortages. Make correct change for customers. Many cash shortages are due to inaccurately making change.

If you run shift, your General Manager may require you to fill out a Payroll Deduction for any cash shortages. If you are not comfortable with that policy, you should ask your General Manager not to schedule you to run any shifts.


CREDIT CARDS Team Members are required to verify the customers ID and confirm the ordering customer is the name on the credit card. They must present the card to the driver for verification. The Team Member making the delivery MUST physically and visually verify the card information is correct. Carry out customer orders must have their valid credit card swiped at the location. All credit card slips are to be accounted for and treated as cash. Customer receives the carbon yellow copy as receipt and we collect the original white copy. CHECK OUT At check out, we will accept only the following forms of payment from drivers: United States currency & coins Receipts for merchandise purchased by the driver, with management approval for the location’s business needs Receipts for items that the delivery expert forgot to take with them on a delivery are NOT reimbursable and are the delivery expert’s expense. • •

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Counterfeit currency will not be accepted. Team Member may be held responsible for accepting counterfeit currency. At the end of a driver’s shift, the person checking him or her out must verify that all forms of payment meet the appropriate criteria. Any form of payment not meeting the criteria will not be accepted.

CASH DRAWER & DRIVER BANKS For the safety and security of all of our Team Members, excess money needs to be dropped into the time delay safe and locked in a driver drop box. There are two areas that need to be looked at daily at the location: CASH DRAWERS

The cash drawer should be checked numerous times during the day to ensure that there is less than $ 150 in the drawer. If a cash drawer is found with over $ 200, the person responsible for running the shift must be given a written warning outlining disciplinary actions that will be taken to ensure that no more than $ 150 is left in the cash drawer. Electronic cash drawers should be maintained as per Pulse Software protocol.

DRIVER BANKS

Drivers need to have less than $ 20 on them before they leave on any delivery. A portion of this must be in coins in order to make change for the customer. This includes any personal money. Driver should check numerous times during the day to make sure they are following our policy.

Following all the basic safety and security policies and procedures is the responsibility of everyone in a location. The safety of our Team Members must not be compromised because of carelessness. General Managers and Area Supervisors must be diligent in checking to make sure that these policies are being followed. 33 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

MANIPULATION OF STORE MONIES, PAPERWORK & INVENTORY Manipulation of store monies and paperwork is strictly prohibited. This includes, but is not limited to the following: • • • • • • • • • • •

Keeping money from a carry out customer’s order IOUs in the till Borrowing store money Cashing person checks Drawing cash from personal credit cards Purchasing personal items with Company funds Canceling, reducing or otherwise changing orders to cover missing money Falsifying hours for any reason Fraudulently reporting mileage and or tips Reporting inaccurate till levels Adjusting sales from one week to another to obtain sales awards

Receipts are needed for all monies paid out from the location. Paying for Team Member’s meals, gas, transportation or other personal items are not allowed. Manipulation of food, uniform or equipment inventory is strictly prohibited. This includes but is not limited to the following: • • • •

Sale of product or equipment for personal gain Borrowing of any product or equipment for personal use Reporting inaccurate inventory levels Reporting inaccurate equipment inventory

What you count is what you should report. Manipulation of store monies, paperwork and/or inventory could be grounds for immediate termination. Our first guiding principle is “We Demand Integrity.”

BAD ORDERS A bad order is defined as an order that was made but never delivered to a customer. A bad order can be one of the following: • • •

An order that the customer cancelled after we have made the pizzas An order that was returned to the store because the address could not be found An order that the customer refused when our driver tried to deliver

All bad orders must be noted on the daily sign-off sheet at the end of the day. An original label from the pizza box must be saved and attached to a blank sheet of paper. This needs to be turned in with week-ending paperwork. The General Manager should call back and verify


bad orders that occur when he or she is away. Area Supervisors should periodically do call backs on bad orders as well. All bad orders need to be verified as such before being entered as a bad order. Any order that was cancelled before it is made should be entered as a voided order in the location computer. Any order that is given to the customer for free for any reason should be written up at a zero price. If a customer’s money is refunded, the order should be placed under customer refunds in the locations computer. Intentional violation of this policy, resulting in theft, may result in immediate termination. Managers may offer ‘bad orders’ to the employees. Should this be the case, the ‘bad order’ must be consumed on property.

TAX EXEMPT SALES TEAM SEATTLE locations gladly take orders from tax exempt organizations. For every tax exempt sale, a tax exempt sales form needs to be completely filled out. This form must have the name of the organization, the amount of the sale, and a signature of their representative verifying the purchase. We must have a copy of their tax exempt card/certificate on file both in the store and in the office. Failure to complete the necessary paperwork and enter the tax exempt number on any sales that are entered as tax exempt in the location computers will result in the sales tax being charged against the General Manager’s bonus.

DELIVERY EXPERT DROP The safety and security of our Team Members is of utmost importance at TEAM SEATTLE. Domino’s Pizza standards state that delivery experts are not to leave the location with over $ 20, including personal money. Delivery experts need to drop cash and credit card receipts after returning from each and every run. To help enforce this standard, TEAM SEATTLE will implement the following policy: •

•

Any delivery expert carrying over $ 20 of store and/or personal money will be given 1 verbal warning. The second warning will be a written warning. Another violation of this policy would result in termination. Any delivery expert carrying over $ 100 will be terminated immediately and the General Manager will be issued a written warning for failure to enforce the Delivery Expert Drop Policy.

For the safety of all Team Members, delivery experts must make a drop every time they are in the location. There can be no exceptions and there are no valid excuses for not following this standard.


SOLICITATION & DISTRIBUTION Because distractions on the job lead to unsafe working conditions, poor work performance, and inefficiency, we have established the following rules: •

Solicitation and distribution in areas open to the public (customer waiting areas) is strictly prohibited at all times.

•

Distribution is prohibited in the work areas (kitchen, office, etc.) at all times.

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Solicitation and distribution during working time is strictly prohibited.

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Working time includes the time that either the team member who is soliciting/distributing or the team member being solicited or distributed to is supposed to be working. This rule does not apply if involved team members are on breaks, lunch periods, or nonworking hours. Solicitation and distribution by non-team members on Domino’s Pizza premises is strictly prohibited at all times.


LEAVE OF ABSENCE POLICIES FEDERAL FAMILY MEDICAL LEAVE ACT (FMLA) The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 workweeks within a 12-month period depending on the reasons for the leave. Employee Eligibility To be eligible for FMLA leave, you must: 1.

have worked at least 12 months for the Company in the preceding seven years (limited exceptions apply to the seven-year requirement);

2.

have worked at least 1,250 hours for the Company over the preceding 12 months; and

3.

currently work at a location where there are at least 50 employees within 75 miles.

Conditions Triggering Leave FMLA leave may be taken for the following reasons: 1.

the birth of or to care for a newly-born child or for the placement of a child with the employee for adoption or foster care (up to 12 weeks);

2.

to care for an immediate family member (employee’s spouse, child, or parent) with a serious health condition (up to 12 weeks);

3.

because of the employee’s serious health condition that makes the employee unable to perform the employee’s job (up to 12 weeks),

4.

to handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Uniformed Services (up to 12 weeks) (see Military-Related FMLA Leave for more details), or

5.

to care for a Covered Service Member with a serious injury or illness related to certain types of military service (up to 26 weeks);

The maximum amount of leave that may be taken in a 12-month period for all reasons in 1-4 combined is 12 weeks,. The maximum combined leave entitlement is 26 weeks for leave to care for a Covered Service Member, but leaves for all other reasons may constitute no more than 12 of those 26 weeks.


Definitions A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments. Other situations may meet the definition of continuing treatment. A “Covered Service Member” is a member or veteran of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness incurred by the member in the line of duty while on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating, or one that existed before the beginning of active duty and was aggravated by service in the line of duty while on active duty. With regard to veterans, the injury or illness may manifest itself before or after the individual assumed veteran status. “Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling, and post-deployment debriefings. Identifying the 12-Month Period The Company measures the 12-month period in which leave is taken by the “rolling” 12month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a Covered Service Member, the Company calculates the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a Covered Service Member and ends 12 months after that date. FMLA leave for the birth or placement of a child care must be concluded within 12 months of the birth or placement. Using Leave Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of, or by reducing the normal work schedule when medically necessary only for the serious health condition of the employee or immediate family member, to care for a covered service member, and for military qualifying exigencies. Employees who require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt the Company's operations.


Use of Accrued Paid Leave The Company requires employees to use and exhaust accrued paid leave (such as sick leave, annual leave, vacation, or PTO), concurrently with their FMLA leave, before taking unpaid FMLA leave. Protections Maintenance of Health Benefits If you and/or your family participate in our group health plan, the Company will maintain coverage during your FMLA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the Company may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave. Job Restoration Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions. Notice and Medical Certification When seeking FMLA leave, you are required to provide sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions; a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the Company if the requested leave is for a reason for which FMLA leave was previously taken or certified. If the need for leave is foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with the Company’s normal call-in procedures, absent unusual circumstances. Employer Responsibilities To the extent required by law, the Company will inform employees whether they are eligible under the FMLA. If an employee is eligible for FMLA leave, the Company will provide him or her with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If employees are not eligible, the Company will provide a reason for the ineligibility. The Company will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee’s leave entitlement. If the leave is not FMLA-protected, the Company will notify the employee.


Failure to Return After FMLA Leave An employee who fails to return to work as scheduled after FMLA leave or exceeds the FMLA entitlement and does not notify the Company additional leave is required, may be subject to the Company’s standard leave of absence and attendance policies, which may result in termination if you have no other Company-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the Company’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights). Limited Nature of This Policy This Policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The Company reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply.

WASHINGTON FAMILY LEAVE ACT (WFLA) Pursuant to the Washington Family Leave Act, an employee who works at a location where there are at least 50 employees within a 75 mile radius, has been employed with the Company for at least 12 months, and has worked a total of at least 1,250 hours in the preceding year is eligible for up to 12 weeks of unpaid leave within 12 months for the following reasons: For the birth of a child of the employee and in order to care for the child; For placement of a child with the employee for adoption or foster care; In order to care for a family member of the employee (child, parent, spouse, or registered domestic partner), if the family member has a serious health condition; or Due to a serious health condition that makes the employee unable to perform the functions of his/her position. • • •

•

An employee must provide 30 days’ advance written notice to the Company if the need for leave under this policy is foreseeable. When this is not possible, the employee must provide notice to the Company as soon as possible; notice must be given at least one working day in advance of the event requiring leave. An employee who has accrued paid vacation may elect to use it for this purpose; it does not, however, extend the 12-week leave period. Upon completion of leave, the employee is entitled to the same position or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment at a workplace within 20 miles of the employee’s previous workplace. Under certain circumstances, a highly compensated employee or “key employee” may be denied restoration to their prior or equivalent position. A key employee is any salaried employee who is among the highest paid ten percent of the employees employed by the Company within seventy-five miles of the facility at which the employee is employed. This leave generally runs concurrently with the federal Family and Medical Leave Act (“FMLA”). However, any Washington Family Leave and FMLA leave can be taken in addition to leave for sickness or temporary disability because of pregnancy or childbirth (see Pregnancy Leave, below).


PREGNANCY LEAVE The Company will provide leave to a female employee for the period of time that she is sick or temporarily disabled because of pregnancy or childbirth, in accordance with applicable federal and state leave laws. Female employees on pregnancy related leave will be treated the same as other employees on leave for illness or other temporary disabilities. The employee will be required to submit verification of the need for leave consistent with the leave policies contained in the TEAM SEATTLE Team Member Handbook. Unless dictated by business necessity, the Company will restore the employee to the same job, or a similar job of at least the same pay, if she has taken a leave of absence only for the actual period of disability relating to pregnancy or childbirth.

FAMILY CARE LEAVE In accordance with the Washington State Family Care Act, all employees who are eligible for paid time off may use the time for family care leave. Family care leave may be used to care for a child with a health condition that requires supervision or treatment, or to care for a child, spouse, registered domestic partner, parent, parent in-law, or grandparent with a serious health or emergency condition. Leave may also be used to provide short-term care of a pregnant spouse or a pregnant registered domestic partner, during or after childbirth. The Company may require medical certification or documentation supporting the need for leave under this policy Employees taking family care leave may use any accrued paid leave. The amount of leave is limited to actual accrued leave; employees cannot take advances on their vacation to use for leave under this policy. Employees are expected to give as much advance notice as practicable of the need to take leave under this policy.

PARENTAL LEAVE The Company may grant an adoptive parent or a stepparent, at the time of birth or initial placement for adoption of a child under the age of six, the same leave under the same terms as the Company grants to biological parents.

MILITARY-RELATED FMLA LEAVE FMLA leave may also be available to eligible employees in connection with certain servicerelated medical and non-medical needs of family members. There are two forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below.


Military Caregiver Leave Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. The family member must be a “covered service member,” which means: (1) a current member or veteran of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy or, in the case of a veteran, who was a current member of the Armed Forces, National Guard or Reserves within five years prior to the treatment for which an eligible employee requests leave; is otherwise in outpatient status, or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render a current member medically unfit to perform the duties of the member’s office, grade, rank, or rating. Military Caregiver Leave is not available to care for service members on the permanent disability retired list. To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next of kin of the covered service member. “Next of kin” means the nearest blood relative of the service member, other than the service member’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the service member by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousins; unless the service member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave. The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy. An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care for a covered service member in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a covered service member and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLAqualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12-month period,” the remainder is forfeited. Military Caregiver Leave applies on a per-injury basis for each service member. Consequently, an eligible employee may take separate periods of caregiver leave for each and every covered service member, and/or for each and every serious injury or illness of the same covered service member. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any “single 12-month period.” Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a covered service member when combined with up to 10 weeks of FMLA leave to care for a newborn child. An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or covered service member and completed by an authorized health care provider within 15 days. Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver 42 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations. Qualifying Exigency Leave Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered military member” (i.e. the employee’s spouse, son, daughter, or parent). Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (with the exception of Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy. Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve. A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws. Qualifying Exigency Leave is available under the following circumstances: (1) Short-notice deployment. To address any issue that arises out of short notice (within seven days or less) of an impending call or order to active duty. (2) Military events and related activities. To attend any official military ceremony, program, or event related to active duty or a call to active duty status or to attend certain family support or assistance programs and informational briefings. (3) Childcare and school activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility. (4) Financial and legal arrangements. To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits. (5) Counseling. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty. (6) Temporary rest and recuperation. To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the 43 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

period of deployment. Eligible employees may take up to five of days of leave for each instance of rest and recuperation. (7) Post-deployment activities. To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the covered military member’s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status. (8) Mutually agreed leave. Other events that arise from the close family member’s duty under a call or order to active duty, provided that the Dealership and the employee agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave. An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the covered military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the employee’s relationship to the military member, within 15 days. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

MILITARY LEAVE Military leave is granted if you must miss work to fulfill military obligations. Qualified Individuals are eligible for job and benefit protection for a limited time after separation from active duty as listed under Uniformed Services Employment & reemployment Rights Act (USERRA). Military leave is unpaid. If you are called to active duty, please give your General Manger and Human Resource Manager as much advanced notice as possible. All applications for military leave will require sufficient documentation.

WASHINGTON FAMILY MILITARY LEAVE During a period of military conflict, an employee who is the spouse of a member of the armed forces of the United States, national guard, or reserves who has been notified of an impending call or order to active duty or has been deployed is entitled to a total of 15 days of unpaid leave per deployment after the military spouse has been notified of an impending call or order to active duty and before deployment or when the military spouse is on leave from deployment.

MEDICAL LEAVE If you require a leave of absence due to your own serious health condition when you are either ineligible for FMLA benefits or when those benefits have already been exhausted, you may apply for a medical leave. Medical leaves are unpaid unless covered by a benefit program. Usual medical leaves do not provide job protection, unless otherwise required by law. Unpaid medical leave is usually not granted for more than 90 consecutive days. We require that any and all requests for leave of absence be submitted in writing and be supported by acceptable medical documentation supporting the request.


FAMILY CARE LEAVE In accordance with the Washington State Family Care Act, all employees who are eligible for paid time off may use the time for family care leave. Family care leave may be used to care for a child with a health condition that requires supervision or treatment, or to care for a child, spouse, registered domestic partner, parent, parent in-law, or grandparent with a serious health or emergency condition. Leave may also be used to provide short-term care of a pregnant spouse or a pregnant registered domestic partner, during or after childbirth. The Company may require medical certification or documentation supporting the need for leave under this policy Employees taking family care leave may use any accrued paid leave. The amount of leave is limited to actual accrued leave; employees cannot take advances on their vacation to use for leave under this policy. Employees are expected to give as much advance notice as practicable of the need to take leave under this policy.

PAID SICK AND SAFE TIME FOR SEATTLE EMPLOYEES ONLY Beginning September 1, 2012, employees who work in the City of Seattle will accrue paid time for sick leave and safe leave under the terms of this policy.

Accrual of Paid Sick/Safe Time All Seattle employees who have successfully completed 180 calendar days of employment will be eligible to use accrued sick/safe time. If you work more than 240 hours in Seattle between September 1, 2012 and the end of the calendar year, you will begin to accrue Seattle paid sick/safe time at the rate of one hour for every 30 hours worked once you reach hour 241, and you will continue to accrue Seattle paid sick/safe time the following year. If you do not work more than 240 hours in Seattle between September 1, 2012 and the end of the calendar year, we will restart the tracking process on January 1, 2013 (i.e., you must work more than 240 hours in 2013 before you will begin to accrue Seattle paid sick/safe time). Seattle employees will accrue one (1) hour of paid sick/safe time for every [30/40] hours worked. Employees exempt from overtime pay will also accrue sick/safe time. Employees whose normal work-week is more than 40 hours will accrue one (1) hour of sick/safe time for every 40-hour work week. Employees whose normal work-week is less than 40 hours will accrue sick/safe time based upon the employee’s normal work week.

Use of Accrued Paid Sick/Safe Time Accrued sick/safe time can be used for either sick leave or safe leave. Sick leave is to be used for an illness of the employee or the employee’s child, spouse, domestic partner, parent, grandparent, or parent-in-law, in the following circumstances:


• An absence resulting from the mental or physical illness, injury or health condition of an employee; • To provide care of a family member’s mental or physical illness, injury or health condition; • To accommodate the need for medical diagnosis, care or treatment of an employee or family member’s mental or physical illness, injury or health condition; or • To accommodate the need for preventative medical care of an employee or family member. Safe leave is to be used in the following circumstances: • To enable an employee to seek legal or law enforcement assistance, medical treatment, social services relief, mental health counseling, relocation or other safety measures related to domestic violence, sexual assault or stalking for either the employee or a family member; • When the Company’s Seattle location is closed by order of a public official to limit exposure to a hazardous material, infectious agent or biological toxin; or • To accommodate an employee’s need to care for a child whose school or place of care has been closed by a public official for the same reasons. Sick or safe leave is not to be used for vacation or personal time off. The Company may require verification of illness from a health care provider or documentation related to an employee’s request for safe leave. Employees will need to provide appropriate notice to the Company of their use of sick/safe time and the expected duration of absence. If the leave is foreseeable, a written request will need to be provided to your supervisor as possible before taking paid sick/safe leave. If the leave is unforeseeable, then provide notice as soon as possible.

CIVIC DUTIES LEAVE TEAM SEATTLE encourages each of its team members to accept his or her civic responsibilities. We are a good corporate citizen, and we are pleased to assist you in the performance of your civic duties. Jury Duty If you receive a call to jury duty, please notify your General Manager immediately so he or she may plan the location’s work with as little disruption as possible. Unless otherwise required by state or federal law, time spent serving on jury duty will be unpaid. Team Members who are released from jury service before the end of their regularly scheduled shift or who are not asked to serve on a jury panel are expected to call their General Manager as soon as possible and report to work if requested.


Witness Duty If you receive a subpoena to appear in court, please notify your General Manager immediately. You are expected to return to work as soon as your service as a witness is completed. Voting If a team member’s work schedule does not permit two hours to vote during the time the polls are open, not including meal or rest breaks, the Company will permit the employee to take up to two hours of paid time off to vote. The Company reserves the right to select the hours in which the employee is excused from work to vote. Leave under this policy only applies if during the period between the time a team member is informed of his or her work schedule for a primary or election day and the d ate of the primary or election, there is insufficient time for an absentee ballot to be secured for that primary or election. An employee must notify the Company of the need for voting leave in advance of the election day. Upon return, the employee may be required to present a voter’s receipt to their General Manager.

CRIME VICTIM LEAVE The Company will allow an employee to take a reasonable amount of leave to allow employees who are victims of domestic violence, sexual assault, or stalking or have immediate family members who are victims of such crimes to: •

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Obtain legal assistance or remedies to ensure their own or their family members' health and safety, including participation in legal proceedings; Seek medical treatment or mental health counseling for related physical or mental injuries to themselves or their family members; Obtain or assist family members in obtaining services from social services programs, such as a domestic violence shelter or rape crisis center; or Participate in safety planning or other activities, including temporary or permanent relocation, to guard against future incidents of domestic violence, sexual assault, or stalking.

Covered family members include employees' children, spouse, parents, parents-in-law, grandparents, persons with whom employees have a dating relationship, or domestic partners. Employees may take crime victim leave intermittently or as a reduced work schedule. The employee must provide advance notice of employees' need to take crime victim leave. If advance notice is impossible, the employee must notify the Company of the need for leave no later than the end of the first day of leave. The employee must abide by the Company’s policies that require advance notice of need to take leave.


TEAM SEATTLE may require verification of the employee’s need to take crime victim leave; this will not include information that might compromise the employee’s safety or the safety of their family members. The employee must provide such verification to the Company in a timely manner; if advance notice of need to take crime victim leave is impossible, the employee must provide such verification to the TEAM SEATTLE within a reasonable time period during or after leave. TEAM SEATTLE will keep all information provided by an employee concerning crime victim leave confidential, including the employee’s request and approval for leave and verification documentation for leave. We will only disclose such information if requested or consented to by the employee, ordered by a court or administrative agency, or otherwise required by state or federal law.

PERSONAL LEAVE If you need to request a personal leave of absence, discuss the situation with your General Manager. TEAM SEATTLE may grant up to 90 consecutive days of unpaid leave of absence (with prior management approval). If inactive for more than 90 consecutive days, Team Member is considered to have voluntarily resigned.

HOLIDAY PAY FOR STORE OPERATIONS TEAM SEATTLE store locations have two holidays per year, Thanksgiving and Christmas Day. Area Supervisors will have these days off with pay. Most locations will be closed on these days. Team Members who elect to work one or both of these holidays will be paid time and a half ( 1.5 x hourly wage) for the hours worked on that day. Team Members who elect not to work on a holiday will not be paid for that time off.


VEHICLE & DRIVING POLICIES SAFE DELIVERY DRIVER PLEDGE • • • • •

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I WILL maintain proper insurance coverage at all times I WILL know where I am going before I leave the store I WILL always wear a seat belt when driving or riding in a vehicle for the Company I WILL have a full tank of gas BEFORE my scheduled shift I WILL operate my vehicle in a safe, courteous and professional manner, obeying all laws I WILL treat our customers in a courteous and professional manner I WILL lock all doors while driving and when leaving the car to make a delivery I WILL make security call backs on all new customers, suspicious orders & nighttime orders I WILL drive to and from my scheduled delivery only I WILL take the oldest run that is ready for delivery I WILL hustle in and out of the store from each delivery I WILL make cash drops every time I return to the store from a delivery I WILL report all accidents including bodily injury, to my General Manager, Area Supervisor, or Human Resource Manager regardless of whether there is apparent damage and/or injury, in accordance with the TEAM SEATTLE accident reporting process I WILL promptly report any traffic citation, accident, and/or conviction or change in driver’s license status, whether incurred during or outside employment My vehicle WILL be free of all 3rd party advertising and any offensive language I consent to Motor Vehicle Record (MVR) checks done by the Company I WILL NOT carry any type of weapon on my person or in my vehicle. This includes, but is not limited to, Tasers, pepper spray, baseball bats, guns and knives of any kind I WILL NOT solicit tips I WILL NOT drink and/or do drugs or have in my possession, alcohol or illegal drugs while on delivery, around the store area or while on the clock I WILL NOT stop to get gas while on a delivery I WILL NOT sit in my car after a delivery for any reason I WILL NOT leave the store with more than $20 in my possession, including personal money I WILL NOT stop to pick up food and drinks I WILL NOT take runs out of sequence I WILL NOT leave my car running at any time I WILL NOT leave my keys in my car I WILL NOT take unnecessary risks I WILL NOT run personal errands while on the clock I WILL NOT exceed the posted speed limit (NO SPEEDING) I WILL NOT resist a robbery attempt I WILL NOT have unauthorized passengers in my car during my shift


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I WILL NOT engage, confront or argue with another driver and/or customer either on the road or while driving or while stopped or parked or exhibit behavior which may be perceived as “Road Rage”

Violations of the Company’s Safe Delivery Driver Pledge may result in disciplinary action, including IMMEDIATE SUSPENSION AND/OR TERMINATION.

TIPPED EMPLOYEE NOTICE & ACKNOWLEDGEMENT As a Team Member of a delivery food and beverage establishment, the tip income you receive, whether cash or included in a charge, is TAXABLE INCOME. As income, these tips are subject to federal income tax, Social Security and Medicare taxes, and may be subject to state income tax as well. The Internal Revenue Service (IRS) has put greater emphasis on reporting tip income over the past few years because a significant number of taxpayers are not reporting ALL tip earnings as income. For all Team Members, under federal law, the IRS requires that you report ALL of your tip income to us for any month during which you receive at least $ 20 in tips. It is our policy to have you report tips received to us daily to aid you in meeting your obligation to report them. Each day at check out, you will be asked for the amount you received in tips that day. It is your obligation to tell us the proper amount. You will be asked to sign a record of the amount you reported to us on a regular basis. You must sign this record when requested certifying that the tips reported are accurate. We demand integrity. There are several reasons why you should report your tips: Increased income may improve financing approval when applying for a mortgage, car, and other items. Increases Social Security and Medicare benefits (the more you pay, the greater your benefits). Through an examination, the IRS may determine you underreported tips, and you may be subject to substantial additional taxes, penalties, and interest, (i.e: federal income tax, Social Security and Medicare taxes, plus interest, if applied) It’s the law Report all tips to management during checkout. Tips reported will show up on your W-2 form as “wages”. Payroll taxes will be withheld from you regular pay and will affect your net check. The IRS may assess taxes and penalties if you do not report tips to the Company. •

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A Team Member who intentionally underreports tips or falsifies tip reports will be subject to discipline, up to and including termination.

DELIVERY DRIVER VEHICLE EXPENSE REIMBURSEMENT Delivery experts are reimbursed for the use of their personal vehicles. Information regarding reimbursement is available from your General Manager. TEAM SEATTLE reserves the right to revise and edit this policy at any time.


AUTOMOBILE INSURANCE & DRIVER’S LICENSE AGREEMENT At any and all times during you employment with TEAM SEATTLE, if you drive, either as a primary function of your job OR as a secondary or periodic function of your job in any capacity, you agree to and understand that you are required to have and maintain active current automobile insurance as necessary to comply with state of Washington laws. Your insurance must permit pizza delivery. Upon request and/or prior to insurance policy expiration, you must submit to the Company a copy of your current certificate of liability insurance card (insurance ID card). The insurance ID card must be eligible and contain the insurance company name and phone number, a valid policy number, effective date, expiration date, delivery vehicle’s year, make and model, and the Team Member’s name specifically listed as an insured driver. A non-owner’s insurance policy with the Team Member’s name listed on the Declaration Page is also acceptable. The delivery auto on the insurance must match the vehicle inspection on file. You also agree and understand that you are to immediately inform the Company of any change in the agent, Company, and limits of liability, notice of cancellation or renewal of your automobile insurance carried on the automobile utilized in performing your job. You will submit to TEAM SEATTLE a copy of the automobile insurance upon request, change or renewal. The providing of altered or fraudulent insurance can result in IMMEDIATE TERMINATION. Your driving practices are subject to observation and an unsatisfactory report or any reports of unsafe driving as deemed by the leadership team could be grounds for IMMEDIATE TERMINATION. Also, in order to drive in any capacity for TEAM SEATTLE, you must carry with you at all times a current, active state issued driver’s license. You will submit to the Company a copy of the driver’s license upon request and upon renewal of the license. You cannot drive another Team Member’s automobile unless you are listed as an insured driver on the insurance that covers that vehicle. A copy of valid/current vehicle insurance and a vehicle inspection on the insured auto must be on file. In addition to having the required automobile insurance and current state issued driver’s license, you will have on file with the Company a current (within the past 6 months) Motor Vehicle Report (MVR) indicating you have been qualified to drive for TEAM SEATTLE.

DUI/DWI If any Team Member has their license suspended or is convicted of a DUI/DWI charge, the Team Member is to notify management immediately. The Team Member will be suspended from employment if the license is suspended or revoked. Once the situation has been resolved in court: •

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If the Team Member is found Not Guilty of the DUI/DWI, Human Resources should be directed to run an MVR on the Team Member to again determine their employment status If the Team Member is found guilty, they will not be permitted to work in a position that requires driving.


DRIVING HISTORY & MVR STANDARDS Before a Team Member can drive for Domino’s Pizza, they must comply with the following minimum driving history requirements: • •

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Must have proof of a 2 year safe driving history The driving history must be evidenced by an official Motor Vehicle Record kept by an appropriate governmental authority If the person has not been licensed in Washington State for the minimum amount of the driving history (2 years), then an MVR must be obtained from the previous state of license No one will be allowed to drive for Domino’s Pizza with a suspended, provisional, court restricted, revoked, learner’s permit, or junior license. No more than two (2) violations in the past two (2) years No more than three (3) violations in the past three (3) years No more than one (1) at-fault accident in the past three (3) years No more than one (1) at-fault accident plus two other violations within the past three (3) years, with at least one (1) incident occurring in the third year

Violations include, but are not limited to: speeding, failure to yield, failure to obey traffic signal/device, failure to stop, improper turn, improper lane change, careless driving, follow too close, operator not restrained by safety belt. If any of the following violations appear on the MVR, background check or application, a Team Member may not drive for Domino’s Pizza for a minimum of (3) years from the date of the violation: • • • • • • •

Leaving the scene of an accident Reckless driving Any alcohol or drug related violation Hit and run Vehicular homicide or assault Participate in an unlawful speed contest (e.g. racing, exhibition driving) Eluding or attempting to elude a police officer

If a driver’s MVR comes back with a suspended or revoked license, he/she will be suspended from employment until his/her MVR comes back clear. A Team Member who is also an active member of the armed services may have an expired out of state license provided they: • • •

Carry a current military ID, and Provide proof of active military status Maintain the state license in accordance with all other aspects of the MVR standards


VEHICLE STANDARDS The Company’s Team Members must comply with all vehicle standards during the scope of your employment. • • •

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All delivery vehicles should not show excessive exterior damage or wear The interior of delivery vehicles must be clean and free of debris In order to protect the Domino’s Pizza brand, any car signage must only contain a Domino’s Pizza approved message All delivery vehicles must wear a car top sign Cars equipped with car top signs must have the signs lit unless the use of a lit car top sign is prohibited by state or local regulations All vehicles used for delivery must be free of all third-party advertising, offensive, or controversial bumper stickers, paint or spray painted messages or signs All vehicles used during the scope of your employment with Company must have a Vehicle Inspection done on the insured vehicle every 90 days No vehicle will be allowed to be used for business purposes for Domino’s Pizza unless the vehicle passes a periodic inspection Vehicle Inspections are done by a member of management every 90 days. General Managers are not authorized to complete their own inspection Radar detectors are not permitted in any vehicle Under no circumstances are flammable liquids to be stored or used in the vehicle

DRIVING STANDARDS All Team Members who work in driving related positions must have a valid driver’s license. Motor Vehicle Records (MVRs) will be run prior to the start of employment and at a minimum of every 6 months thereafter. By signing the MVR Authorization form, the G-1 and G-2 forms, you hereby authorize us to periodically obtain copies of your MVR as we feel necessary. You also authorize any insurance company working with us to do the same. You authorize us and the insurance companies to share copies of your driving record with any party that we, in our sole judgment, feel is necessary. You must carry a valid state driver’s license and current proof of insurance, specifically listing the Team Member as an insured driver, at all times. The vehicle being used must be listed on that same insurance ID card. A Vehicle Inspection must be on file for any/all vehicles being used for deliveries, and inspections will be performed on your vehicle(s) every 90 days. Your vehicle(s) must meet all expectations. Vehicles are to be free from any offensive and/or derogatory suggestion or any third party advertisements. Driving standards are a condition of employment. Drivers who do not meet the driving standards will be unable to continue working, effective immediately. No one under the age of 18 years is permitted to operate a vehicle while in the course and scope of employment.

REPORTS OF BAD DRIVING Any report of bad driving on a delivery expert will be investigated fully. This will include a review of the Team Member’s driving record and any previous reports of bad driving. After the review, actions that need to be taken may include a written warning, suspension or termination. Multiple driving complaints on a delivery driver may result in termination. 53 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

ELECTRONIC COMMUNICATION POLICIES COMPUTER USAGE Computers are vital to conducting the daily business of running Domino’s Pizza locations. The computers and email systems in the locations are owned by TEAM SEATTLE, and provided for business purposes only. They may be monitored or accessed whenever the Company deems necessary. Team Members should not expect that any email or files exchanged via Company computers, documents maintained on location computers or usage of the Internet at work is in any way private or confidential. Making changes to the computers or network settings can affect our ability to use the computers and conduct the business of TEAM SEATTLE. The computer locations are to be used for Company business only. Any Team Member caught using the Company computer for personal business may be subject to suspension and termination. CDs, DVDs, memory sticks (USB Drives or Thumb Drives), or any other computer device that are not business related are not allowed at our locations. Anything left in, on or near the computer may be confiscated. Passwords are given to individuals that need them in order to operate the store. Do not share your password with others. Team Members with password access to different levels of our Company’s computer system should use discretion when dealing with other Team Members personal information. Do not share information you find in the computer about other Team Members. Privacy should be respected. Unauthorized release of another team member’s personnel information is not allowed. The following list includes items that will cause a Team Member to be suspended and/or terminated: • •

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Adding software or hardware to the computers Making changes to settings on the computers without approval from either the Area Supervisor or Director of Operations Downloading programs from the internet Using any Company computer for personal business or use Downloading or looking at pornography on any Company computer. This is also a violation of TEAM SEATTLE anti-harassment policy Using the location computer to do school related work Playing video or computer games No personal computers may be brought into the location and used to access the location computer network or internet connection


Domino’s Pizza encourages the use of electronic communications to share information and knowledge in support of our business. Domino’s Pizza furnishes computers and software to its locations, Team Members, volunteers and trainees to provide a more efficient system of communication to further business interests. Domino’s Pizza therefore establishes principles, rules and procedures for all Team Members to follow, including but not limited to the following: •

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All computers email and internet connections are FOR BUSINESS USE ONLY. Personal use is prohibited. All computers and software are the property of TEAM SEATTLE. Domino’s Pizza reserves the right to conduct audits of a Team Members usage and all communications and any downloads at any time, with or without notice Computer configurations and software may not be altered, modified or deleted No lewd or obscene software or materials may be uploaded, downloaded, posted, and disseminated via the internet, blogs, chats, or internal network or by computer printout No private solicitation or personal business will be conducted through email or the internet Recreational surfing of the internet is prohibited Team Members shall not, directly or indirectly or by implication, employ a false identity (the name or electronic identification of another) Domino’s Pizza is not responsible for any loss or damage incurred by an individual as a result of personal use

Team Members in violation of this policy will be subject to disciplinary action up to and including suspension and/or termination.

MOBILE/CELLULAR PHONE/PDA USAGE TEAM SEATTLE’S policy states: •

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During work hours for Domino’s Pizza, no Team Member shall drive a vehicle while using a mobile telephone, texting or using any other electronic communications devices. The Team Member must pull over at a legal, safe, location to place the call, text or communicate by other PDA. Texting while driving is prohibited

Email, voicemail, text messaging, or internet usage that violates our policies is prohibited and will result in disciplinary action up to and including suspension and/or termination. This policy exists for the safety of our employees as well as other drivers on the road. Failure to follow this policy may result in termination.


PHONE AUDIT MONITORING Call recording is generally done for quality monitoring, workforce management, training, evaluation, verification, dispute resolution, and for accurate incident reconstruction. Domino’s Pizza employs the use of call monitoring and recording for audit and training purposes. Be aware that your call may be recorded for training purposes by a Domino’s Pizza authorized Team member and the results of these audits may be subject to disciplinary action.

PICTURE & VIDEO POSTING TEAM SEATTLE Team Members do not have permission to take videos, pictures, or audio recordings of the stores or other Team Members in uniform and post online without written approval from the Area Supervisor, unless it is part of a TEAM SEATTLE’ sponsored event like Whaling Days, Kitsap County Fair & Stampede or Customer Appreciation Day events.

SOCIAL MEDIA SOCIAL MEDIA POLICY At TEAM SEATTLE, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. This policy applies to all employees who work for TEAM SEATTLE. Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with TEAM SEATTLE, as well as any other form of electronic communication. The same principles and guidelines found in TEAM SEATTLE’S policies apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of TEAM SEATTLE’S legitimate business interests may result in disciplinary action up to and including termination. Know and follow the rules Carefully read all of TEAM SEATTLE’S policies, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. 56 TEAM SEATTLE Employee Handbook 2014 ~ Company Confidential

Be respectful Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of TEAM SEATTLE. Also, keep in mind that you are more likely to resolve work related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or company policy. Be honest and accurate Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false about TEAM SEATTLE, fellow associates, members, customers, suppliers, anyone working on behalf of TEAM SEATTLE or competitors. Post only appropriate and respectful content •

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Maintain the confidentiality of TEAM SEATTLE’S trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications. Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy. Do not create a link from your blog, website or other social networking site to a TEAM SEATTLE’S website without identifying yourself as a TEAM SEATTLE employee. Express only your personal opinions. Never represent yourself as a spokesperson for TEAM SEATTLE. If TEAM SEATTLE is a subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of TEAM SEATTLE, fellow associates, members, customers, suppliers or people working on behalf of TEAM SEATTLE. If you do publish a blog or post online related to the work you do or subjects associated with TEAM SEATTLE make it clear that you are not speaking on behalf of anyone from TEAM SEATTLE It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of my employer”


Using social media at work Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the Company Equipment Policy. Do not use TEAM SEATTLE’S email addresses to register on social networks, blogs or other online tools utilized for personal use. Retaliation is prohibited TEAM SEATTLE prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination. Media contacts Employees should not speak to the media on TEAM SEATTLE’S behalf without contacting the Owners. All media inquiries should be directed to them.

Violation of these rules will result in disciplinary action, up to and including termination. If you make a mistake and violate the rules, admit it and take responsibility. Notify your supervisor immediately, don’t try to hide it, you don’t know how far the mistake has traveled. Social Media is a great place to promote yourself and the Domino’s Pizza brand. Participate in a way that reflects you personality and that you would be proud of. Always be patient and polite when discussing Domino’s Pizza, never argue or use profanity. Remember, that everything you type may be read by your customers, your competitors and other Team Members.


BENEFITS HEALTH INSURANCE Health insurance through TEAM SEATTLE is offered to General Managers and Area Supervisors. Coverage is available 60 days after promotion to an eligible position, effective upon completion of enrollment within designated time period. The 60 day wait period applies for all promotions to an eligible position. Open enrollment is available for all eligible positions once a year in December. New enrollments (and re-enrollments) can only be processed during open enrollment or within 60 days of promotion. Health insurance coverage, rates, and/or companies are subject to change every policy year. A new health insurance payroll deduction authorization may be required for any changes. Health insurance is provided by the company as a shared cost. The Company will pay for 75% of the coverage that you choose within the plan. The remaining 25% is the Team Members responsibility and is collected through biweekly payroll deduction. As health insurance is always paid one month in advance, your payroll deduction will begin 2 pay periods before your effective date.

DISCRETIONARY BONUSES All Company bonuses are discretionary and are not earned until given. Our discretionary bonuses programs are an individual incentive and retention tool utilized by TEAM SEATTLE. Team Members must be in good standing to remain eligible. OER, Record Week, and period management bonuses are examples of these discretionary bonuses which may not be given if an employee violates policies and procedures or otherwise leaves employment.

PAID TIME OFF Paid time off is offered to General Managers and Area Supervisors after a 6 month probationary period. At the end of the 6 month probationary period, these Team Members have accrued 48 hours of vacation or PTO. These eligible Team Members earn PTO at a rate of 8 hours per month. Team Members may accrue a maximum of 96 PTO hours. In order for Team Members to use PTO they must submit a Vacation Day Request in writing at least 2 weeks prior to the requested PTO. The PTO must have signed supervisor approval. If the PTO request is not submitted 2 weeks prior to requested PTO or does not have supervisor approval, PTO will not be allowed and time off will go unpaid. PTO has no cash value and Team Member must be in good standing to use PTO. PTO will not be paid out at termination or separation from the Company. Unused PTO is forfeited. General Managers and Area Supervisors are allowed 24 hours of sick pay per year. Sick pay accrues at a rate of .92 hours per pay period. If a Team Member uses more than 24 hours in one year, PTO (Vacation Time) will be used instead. If a Team Member is ill or needs to use sick time, they must call and get supervisor approval and the Team Member and/or supervisor need to alert the Human Resource Manager that sick time was used within 24 hours.


ARBITRATION AGREEMENT It is TEAM SEATTLE’s policy that any controversy or claim arising out of, or relating to, any employment matter, including any form of discrimination or harassment, shall be settled by arbitration pursuant to the Federal Arbitration Act and in accordance with the Employment Dispute Resolution Rules of the American Arbitration Association, or other such accepted rules, and judgment upon the award rendered by the arbitrator(s) may be entered in any court having jurisdiction thereof. The TEAM SEATTLE Arbitration Agreement is a mandatory condition of employment with the Company. You can access this agreement at any time by contacting Human Resources.


POLICY ON PICKING UP INVENTORY ITEMS FROM OTHER STORES From time to time it may be necessary for one store to pick up inventory items from another store. This is an important practice because it may be the only way a location can avoid running out of inventory items. There are a few important guidelines to follow when faced with a situation where you have to get inventory items from another store. •

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Preventing the store from running out of inventory is a top priority. We are NEVER out of any item that we sell. The General Manager is ultimately responsible for keeping his/her store stocked with enough inventory items. The GM should make every attempt to collect inventory items from other stores at his/her own expense. Area Supervisors often visit stores on a regular basis. It is also appropriate to enlist the help of your A.S. to get items from other stores in your area. Only Team Members that are authorized to drive for the franchise may drive to another store to pick up inventory items.

In the event that the General Manager and Area Supervisor are unable to travel to another store to pick up inventory items, the store may send one of its Team Members. The Team Member that drives must be authorized to drive for the franchise. That Team Member will be reimbursed at the rate published by the IRS per mile driven and paid for the time worked. The amount of reimbursed should be recorded in the Bonus Mileage box in the Delivery Reimbursement tab of that Team Member’s check out. Inventory items bought/sold between stores is a cash transaction. The purchasing store must pay cash to the providing store. Each store must attach a receipt of food bought or sold to their All Transaction Report with a signature of a Team Member from both stores. In the event that there is no receipt attached for food bought/sold to or from another store, it will be considered a missing receipt and will come out of the GM bonus. The sale/purchase must be entered under either cash paid out or money received other than sales as food bought/sold. Failure to enter the transaction as a cash transaction and an inventory transaction will result in the dollar amount being withheld from the GM bonus as a missing receipt. Pick up orders from DNC (the commissary) are not permitted without prior supervisor approval. Inventory management is the responsibility of the GM and proper ordering and management is required.


CAR TOP SIGN POLICY Car top signs are an important means for our Delivery Experts to present a professional image to many potential customers. They are an invaluable tool for increasing awareness of our company as well as increasing safety and visibility for our Delivery Experts. All Team Members employed with TEAM SEATTLE are required to wear a car top sign any time they are delivering. All car top signs are required to be lit by 5 pm if allowed by local law. Car top signs should be maintained in good working order so that they may be lit by Delivery Experts. Some Team Members may not be able to use a standard magnetic style car top sign because of the design of their vehicle. These Team Members are not exempt from this policy. Many stores have alternative style methods of vehicle identification. These include, but are not limited to: window wings and flags. If the Team Member’s store does not have one of these items available, the store must purchase one (have the supervisor order) of the items and make it available for the Team Member. Any Team Member delivering without a car top sign or with an unlit car top sign may be subject to disciplinary action.


CONTACT INFORMATION •

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Patrick Claffey- Director of Operations o Phone: (253) 219-8374 Email: [email protected] o Tim Tweet-Area Supervisor o Phone: (253) 735-4089 o Email: [email protected]

Cyndi Tweet-Area Supervisor Phone: (206) 245-9612 o o Email: [email protected] Rachel Taylor-Human Resource Manager o Phone: (360) 830-0354 Ext. 2 o Email: [email protected] Suzanne Forbes-Bookkeeper o Phone: (360) 830-0354 Ext. 3 o Email: [email protected] Kenra Keller-Chief Financial Officer/Vice President/Owner o Phone: (360) 830-0354 Ext. 1 Email: [email protected] o Greg Keller- President/Owner o Phone: (360) 830-0354 Ext. 5 o Email: [email protected]

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Office fax number (360) 850-1077

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Domino’s Pizza Safety Hotline: (800) 294-0911


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