Acknowledgement of Handbook


TEAM STA EMPLOYEE HANDBOOK

TABLE OF CONTENTS
SECTION 11 – ARBITRATION AGREEMENT AND TEAM MEMBER HIRING
SECTION 1 – INTRODUCTION1
SECTION 2 – GENERAL PERSONNEL POLICIES1
A. EMPLOYMENT RELATIONSHIP 2
B. PHILOSOPHY AND WORK ENVIRONMENT 2
C. EQUAL OPPORTUNITY AND NONDISCRIMINATION2
D. HARASSMENT 2
E. NONRETALIATION 3
F. EMPLOYMENT OF THE DISABLED 4
G. EMPLOYMENT STATUS 4
H. REORGANIZATIONS AND REDUCTIONS IN FORCE4
I. RIGHT TO PRIVACY AND ACCESS TO FILES 5
J. RESIGNATION 5
K. PERSONAL PROPERTY 5
L. NO FOOD TRADE POLICY 5
M. CUSTOMER SERVICE STANDARDS 5
N. OUR CUSTOMER SERVICE PHILOSOPHY 5
SECTION 3 – RELATIONSHIP AND RESPONSIBILITIES 6
A. PERFORMANCE ON THE JOB 6
B. ATTENDANCE AND PUNCTUALITY 7
C. PROFESSIONAL CONDUCT 7
D. IMAGE STANDARDS 8
E. SOLICITATION OR DISTRIBUTION 9
F. MINIMUM JOB REQUIREMENTS 9
G. CHANGE OF ADDRESS AND OTHER PERSONAL INFORMATION10
H. ELECTRONIC COMMUNICATION STANDARDS 10
I. INTERNET AND ELECTRONIC COMMUNICATION DISCLAIMER 11
J. E-MAIL DISCLAIMER 12
K. E-MAIL, VOICE MAIL, SOCIAL NETWORKING AND INTERNET 12
L. SURVEILLANCE CAMERA POLICY 13
M. MOBILE/CAMERA PHONES, TEXT AND VOICEMAIL 14
SECTION 4 – COMPENSATION 14
A. SCHEDULING, CLOCK-IN, AND TIMEKEEPING 14
B. PAY DAY 15
C. PAY FOR PERFORMANCE 15
D. COMPENSATION POLICY AND PROCEDURES 15
E. HEALTH INSURANCE BENEFITS 16
SECTION 5 – WORKSITE RULES 16
A. WEATHER POLICY16
B. NO ACCESS POLICY 16
C. WORKSITE SAFETY AND SECURITY16
D. OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION (OSHA) AND MATERIAL SAFETY AND DATA SHEETS (MSDS) 17
E. SAFETY AND SECURITY INSPECTIONS AND SEARCHES17
F. ACCIDENT AND INJURY REPORTING 17
G. ROBBERIES 18
H. PASSWORD INTEGRITY 18
I. CASH MANAGEMENT 18
J. CREDIT CARDS 18
SECTION 6 – LEAVE OF ABSENCE POLICIES 19
A. FAMILY MEDICAL LEAVE ACT (FMLA) 19
B. MILITARY-RELATED FMLA LEAVE 23
SECTION 7 – VEHICLE AND DRIVING STANDARDS 26
A. SAFE DELIVERY DRIVER PLEDGE26
B. AUTOMOBILE INSURANCE AND DRIVER’S LICENSE REQUIREMENTS 28
C. DUI/DWI 28
D. NOT QUALIFIED TO DRIVE 28
E. VEHICLE STANDARDS 29
F. DRIVING STANDARDS 29
SECTION 8 – TIPPED TEAM MEMBER POLICY 30
SECTION 9 – NOTICE OF TIP CREDIT PROVISIONS 31
SECTION 10 – MILEAGE POLICY 32
INFORMATION32
A. MUTUAL DECISION TO ARBITRADE DISPUTES 32
B. DEFINITION OF CLAIM, DISPUTE AND/OR CONTROVERSY 33
C. ARBITRATION PROCEDURE 34
D. DISMISAL OF ANY LAWSUIT 36
E. WAIVER OF JURY TRIAL 36
F. EXCLUSIVE OPT-OUT RIGHT 36
G. SEVERABILITY 37
H. EXCLUSIVE AGREEMENT 37
I. ENTIRE AGREEMENT 37
J. ACKNOWLEDGEMENT OF ARBITRATION 37
SECTION 12 – COVID 19 POLICY 38
TEAM MEMBER ACKOWLEDGEMENT 40

SECTION 1 - INTRODUCTION

This Employee Handbook contains information regarding the personnel policies and procedures applicable to your employment with Team STA (STA) and its franchise locations, including the advantages you enjoy as an employee (employee or Team Member) and STA’s expectations of you. This Handbook has been designed to serve as a guideline for you to refer to whenever you have any questions about your employment with STA. It is not a contract for employment or a collective bargaining agreement. STA uses one or more different companies to manage payroll. These companies, known as professional employment organizations, are responsible for computing the payroll that gets you paid. Your bi-weekly paycheck will come from one of these companies however these companies are not your employer. Instead, you work for and are employed by the franchise Domino’s store that you are assigned to. Just as any employee may resign at any time for any reason or for no reason, STA reserves the right to release an employee, with or without cause and with or without notice, at any time. No employee, supervisor, or other representative of STA has the authority to enter into an employment agreement for any specified period of time or to make any agreement contrary to the provisions contained in this Handbook. This Handbook supersedes all prior representations or statements made to you about your employment with STA, either oral or written, and rescinds any and all prior policies, procedures, handbooks, or general rules and regulations of STA previously in effect. STA may set rules and regulations governing the conduct of employees. These rules and regulations, however, are not intended to cover all circumstances and do not alter the fact that the employment relationship is terminable at the will of either party. The direction and control of all work for all employees includes, by way of illustration and not of limitation, the right to hire, assign, suspend, transfer, demote, or discharge, and is the sole prerogative of STA. Any and all statements and policies in this Handbook are subject to unilateral change, in whole or in part, by STA. STA retains the right to, in its sole discretion, change, modify, suspend, interpret, or cancel, in whole or in part, any of the published or unpublished personnel policies or procedures without advance notice and without having to give cause, justification, or consideration to any employee. Recognition of these rights and prerogatives of STA is a term and condition of employment and of continued employment. Nothing contained in this Handbook, including any policies regarding termination, performance evaluation, or discipline, shall be construed to grant anything other than at-will employment. After you have read this Handbook, you will be asked to sign an Acknowledgment Form, indicating your acceptance of these policies and procedures. Please be sure to ask questions or get clarification about any information that you do not understand.

SECTION 2—GENERAL PERSONNEL POLICIES

A. EMPLOYMENT RELATIONSHIP

All employees of STA are employed on an at-will basis. Therefore, any employee who wishes to do so may terminate his or her employment at any time, with or without notice and with or without cause. Similarly, STA may terminate the employment of any employee at any time, also with or without notice and with or without cause. No employee, supervisor, or other representative of STA has the authority to enter into any employment agreement for any specified period of time or to make any agreement contrary to what has been stated above. Only the authorized members of STA may act on behalf of STA to enter into an employment agreement or any other type of contract with an employee. For such an agreement to be valid, it must be in writing, signed by the member of STA, and directed to you personally.

B. PHILOSOPHY AND WORK ENVIRONMENT

The personnel policies of STA are designed to help build a work environment that recognizes you as a valuable resource who is essential to our success. In turn, STA trusts that you will give your very best efforts and will work cooperatively with others as you perform your job. There is a strong partnership between you, your supervisor, and all other employees of STA, in which the effectiveness and success of each person depends on the willing cooperation and trust of all the others. To foster this environment, STA has three overall employee relations objectives. First, to help assure that you are treated with dignity and respect in your employment relationship with us; second, to recognize you as an individual; and third, to help you and all other employees of STA realize job satisfaction as part of a team that is dedicated to maintaining the highest quality products and services.

C. EQUAL OPPORTUNITY AND NONDISCRIMINATION

In keeping with its goals of individual recognition and treatment characterized by dignity and respect, STA is committed to providing equal employment opportunities to employees and to applicants for employment and will not discriminate on the basis of race, creed, color, religion, national origin, sex, age, disability, height, weight, or marital status in the hiring, promotion, or any other aspect of your employment with us. As part of this policy, STA also prohibits abusing the dignity of anyone through jokes, slurs, or other derogatory comments or statements that refer to ethnic origin, race, sex, religion, age, disability, height, weight, or veteran or marital status or through conduct of any objectionable nature. Any employee, supervisor, or other representative of STA who violates this policy will be subject, in the sole discretion of STA, to prompt disciplinary action, up to and including discharge.

D. HARASSMENT

Under no circumstances will STA condone or tolerate harassment or discrimination based on race, color, creed, religion, national origin, sex, disability or handicap, age, height, weight, veteran status, marital status, or gender. Harassment is any unwelcome or unsolicited verbal or physical conduct that unreasonably interferes with an employee’s job performance or creates a hostile, offensive, or abusive working environment. Examples of harassment include, but are not limited to, disparaging remarks, unwelcome or unsolicited touching, threats of physical harm, and the use of degrading words, nicknames, pictures, stories, or jokes. Sexual harassment is one form of harassment. Sexual harassment includes: 1. Sexual relations, sexual contact, or the threat of sexual relations or sexual contact, that is not freely and mutually agreeable to both parties; 2. Continual or repeated verbal abuse of a sexual nature, including but not limited to sexually explicit statements, sexually suggestive objects or pictures, sexually degrading words used to describe the employee, or propositions of a sexual nature; or 3. The threat or insinuation that lack of sexual submission will adversely affect the employee’s wages, advancement, assigned duties, or other conditions that affect employment. If you believe that you are the victim of any form of harassment, you should immediately report any violation of this policy to your general manager. It is STA’s policy to conduct a prompt investigation of any harassment claims and to take immediate remedial action, such as the assessment of discipline, up to and including discharge, of any employee, supervisor, or other representative of STA, who, after an investigation, is found to have engaged in this type of offensive practice or conduct. All complaints will be thoroughly investigated, and all employees, supervisors, and other representatives of STA are expected to cooperate fully with any investigation. The investigation and any reports will be kept confidential to the extent possible.

E. NONRETALIATION

We recognize that determining whether a particular action or incident is a purely personal or social relationship without discriminatory employment impact requires a factual determination based on all the facts and the totality of the circumstances. Given the nature of this type of discrimination, we also recognize that false allegations of harassment can have serious effects on innocent men and women. We trust that all employees of STA will continue to act responsibly to establish a working environment free of discrimination and encourage any employee who has questions about STA’s nondiscrimination policies, including sexual harassment, to contact your general manager or if you prefer your area supervisor. It is also STA’s policy to strictly prohibit any retaliation against an employee who, in good faith, has registered a complaint or who cooperates with an investigation under these nondiscrimination policies. Any employee, supervisor, or other representative of STA who, after investigation, has been found to have retaliated against any employee for using these complaint procedures, or for participating in an investigation, will be, in the discretion of STA, subject to appropriate discipline, up to and including discharge.

F. EMPLOYMENT OF THE DISABLED

STA welcomes disabled applicants, including disabled veterans, and does not discriminate against people with disabilities. It is STA’s policy to employ and promote qualified disabled employees, using the same criteria that are used in the employment of other employees. STA will also make reasonable accommodations for the limitations of qualified disabled individuals, provided it would not result in undue hardship to STA. Disabled employees who require accommodation should contact a general manager or area supervisor.

G. EMPLOYMENT STATUS

All employees of STA will be considered one of the following: 1. Orientation and Training. The first 90 days of your employment is the Orientation and Training period. This period is to provide employees an opportunity to become acquainted with their fellow employees and to become familiar with the processes, procedures, and other requirements of working at STA, including the most effective way to do their job assignments. It is also used to evaluate their work performance and capability for regular full-time or part-time employment. During this period employees are ineligible to participate in STA fringe-benefit programs. 2. Regular Full-Time Employee. A regular full-time employee is an employee who is scheduled to work a normal work week of 40 hours and who has completed the Orientation and Training period. 3. Regular Part-Time Employee. A regular part-time employee is an employee who is scheduled to work a normal work week of less than 40 hours and who has completed the Orientation and Training period. The work schedule of a part-time employee may vary according to the circumstances. Part-time employees are ineligible for vacation, holiday pay, and other fringe benefits. 4. Temporary Employee. A temporary employee, full-time or part-time, is normally hired with the expectation that his or her employment will be for an interim period of time. Such employees are employed on a day-to-day basis and are paid for days or portions of days actually worked. Temporary employees are ineligible for vacation, holiday pay, and other fringe benefits.

H. REORGANIZATIONS AND REDUCTIONS IN FORCE

Various economic and operational contingencies may require STA to reorganize and/or reduce its workforce. During such periods STA, in its sole discretion, reserves the right to suspend regular employment policies and practices to take whatever actions it considers necessary to accomplish the reorganization and/or reduction in force efficiently and effectively, based on criteria it considers appropriate under the circumstances, which may include, but are not limited to, the following, notwithstanding any other provision contained in this Handbook:

  • discharge or lay off employees and eliminate job classifications and positions
  • combine or revise job titles and/or job descriptions
  • create new job titles and/or descriptions
  • fill any position vacated or created by the reorganization or reduction in force, using any criteria deemed appropriate by STA

I. RIGHT TO PRIVACY AND ACCESS TO FILES

It is STA’s policy to collect only personal employee information that is relevant and necessary to perform essential business functions. For example, no records are to be gathered or maintained concerning your associations, political activities, personal publications, or communications or of your nonemployment activities, unless it is submitted or authorized by you in writing and required for a regular business purpose. Access to personal employee information is restricted to those with a legitimate need for such information in the performance of their job. Also, information about you will not be released outside STA without your consent, with the exception of verification of your employment for credit approval purposes, information on employment dates for employment reference checks, and information which must be disclosed by law, court order, or on the request of an appropriate governmental authority. You may examine your personnel records by submitting a written request to the [authorized officer]. If you believe the records are not accurate, you may place a statement of reasonable length in your file describing the facts as you see them. You may also obtain copies of any document in your personnel file. To provide a safe and productive work environment, STA may search any STA workplace property or the contents of any STA workplace property as it deems reasonable. Employees should have no expectation of privacy in their use of any STA workplace property, including, but not limited to, office space, cubicles, lockers, filing cabinets, desks, drawers, vehicles, computers, computer files, flash drives, or other electronic media.

J. RESIGNATION

Employees are asked to give at least two weeks’ written notice when they decide to resign their employment. Among other things, this provides an opportunity for the employees and STA to explore the reason(s) for the resignation and whether corrective action is appropriate and will influence the employee’s decision. However, STA reserves the right to accept or reject the offered two-week notice. The last day the employee actually works will be considered the date of termination.

K. PERSONAL PROPERTY

STA is not responsible for theft of or damage to your personal property, including, but not limited to any damages to employee vehicles from a car top sign.

L. NO FOOD TRADE POLICY

STA prohibits ‘Food Trades’ of any kind unless authorized by the General Manager or Operating Partner. A team member is allowed to purchase a pizza product for their own personal use only, using their Employee Discount.

M. CUSTOMER SERVICE STANDARDS

Every employee must take every customer concern seriously and ensure that they 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 concern is received, you are expected to listen and act appropriately. You should NEVER argue with the customer. You should never suggest that the customer is lying. Every effort should be made to deliver our orders in 25 minutes, WITHOUT PUTTING OUR EMPLOYEES’ SAFETY IN JEOPARDY. We need to make sure we do not give away product due to delivery times as this is not a guarantee. We have no guarantee on time. We do have it on product. While it is important to promote goodwill among our customers, it is inappropriate to discount or give away pizzas for personal gain. For example, providing free pizza in exchange for tickets to a concert or movie is unacceptable. Any arrangement to provide free pizzas must be approved by the General Manager.

N. OUR CUSTOMER SERVICE PHILOSOPHY

Wow the Concern! The best way to handle a customer concern is to prevent it from happening in the first place. But sometimes we make mistakes. If mistakes turn into a customer complaint treat the concern as a gift. A concern is a customer giving you a second chance. Another great tool to help you deliver Outstanding Customer Care is following the 3 steps to Wowing the Concern:
  • Apologize! A sincere apology goes a long way to repair a customer concern.
  • Give them what they want.
  • Give them something extra.

SECTION 3—RELATIONSHIP AND RESPONSIBILITIES

A. PERFORMANCE ON THE JOB

You are expected to do the very best job you can on every assignment you are given. This means getting it done on time and getting it done right. It also means taking care of all the details surrounding the assignment so that others don’t have to pick up the loose ends. Finally, it also means using good judgment, asking questions, anticipating problems, taking the initiative to prevent the problems from occurring, and offering your ideas on how to get the job done better. You are also expected to work cooperatively with supervisors and coworkers. This will enable you to build a positive image and reputation with those around you.

B. ATTENDANCE AND PUNCTUALITY

One of the keys to the success of STA is good employee attendance and punctuality. Therefore, it is important that you be at work every day and be on time unless there is a very good reason for your being absent or late. Your reputation for attendance and punctuality is an extremely important consideration in determining your readiness and capacity for more responsibility, and it will have a definite effect on your relationship with your coworkers and supervisor. The general guidelines for absenteeism and tardiness are as follows: 1. All absences will be designated as either: Excused Absence: absences approved by STA in advance or absences due to unavoidable circumstances, as determined by STA, such as hospital confinement; or Unexcused Absence: all absences that are not excused. 2. When it is necessary for you to be absent from or tardy to work, you are required to notify your supervisor or STA before the beginning of the regular workday or as soon afterwards as possible, of the reason for your absence or tardiness, an estimate of when you expect to return to work, and any unfinished work assignments that may require completion. Also, STA reserves the right, in its sole discretion, to request written verification of the reason given for your absence or tardiness and the right to require that you be examined by a physician chosen by STA to substantiate the nature and extent of any reported illness or injury. 3. Failure to report to report to work on three consecutive scheduled work days may result in disciplinary action up to and including discharge. 4. Employees are expected to be at their designated work place, ready for work at their scheduled starting times, including following lunch hours. 5. Excessive tardiness, in the discretion of STA, may also be cause for disciplinary action, up to and including discharge.

C. PROFESSIONAL CONDUCT

STA is committed to providing a work environment that encourages mutual respect and professionalism among employees. Every team member has the right to work without disorderly or undue interference from others. 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 STA. The following is a partial list of acts that are considered unprofessional and may result in disciplinary action up to and including suspension and/or termination, even for a first offense:
  • Violations of any policies, practices, procedures, and/or regulations, as well as any local, state, and/or 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 co-workers, 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
  • 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
  • Verbal or physical altercations, intimidating behavior, threats of violence or any sort of violent conduct
  • Using foul or abusive language or profanity of any sort
  • Unauthorized use of Company equipment, supplies, food, funds, or time
  • Knowingly and intentionally sending, receiving, posting or making false, statements about STA, employees, customers, suppliers or visitors, with the exception of communications between employees that are meant to be informational.
  • Failure to open a store for business at the designated opening time and/or closing a store for business before designated closing time without the approval of your General Manager.
  • Unauthorized Removal of Company property or funds
  • Solicitation of tips.

D. IMAGE STANDARDS

STA takes our image very seriously. In doing so, we satisfy health regulations and we enhance the professional image we convey to our customers. During the course of your employment with STA, you must comply with the following image standards:
  • Clean Domino’s approved hat or visor worn straight
  • Undershirts must be solid black or white only (and must be tucked in)
  • Clean and neatly groomed hair tucked under hat or tied back
  • Clean and neatly groomed facial hair 1” or less
  • Clean Domino’s shirt (shirts must be tucked in)
  • Clean belted black pants, shorts (minimum 6” inseams), skirt (no shorter than 2” above the knee) or capris (must be below the knee).
  • Socks covering the ankle
  • Clean approved Non-Slip shoes with laces tied (Must cover the entire foot, no clogs, sandals, or heels)
  • Clean hands. No nail polish. No false nails.
  • May wear a wedding ring. Drivers may wear a simple watch.
  • No visible body piercings
  • Gauged earrings are not allowed. Gauged earlobes are not acceptable.
  • Tongue rings should be removed or replaced with a clear retainer.
You are expected to display a positive professional image at work by maintaining proper personal hygiene and appearance, and wearing appropriate professional apparel. Take proper precautions to ensure body odor is kept to a minimum. Use perfumes and lotions with restraint. Maintain personal hygiene throughout the day so that exposed parts of the body (face, neck, arms and hands) do not constitute a threat to food. Trim and clean fingernails (artificial nails are not permitted). Scrub your hands with antibacterial soap before entering the production area, after handling non-food items (cash, broom, etc.) and after using the restroom. Your uniform must always be clean, in good repair, and worn in the manner in which it is intended. You represent STA when you are in uniform. We expect you to meet the following company standards:
  • Wear your uniform ONLY while on duty or while going DIRECTLY TO and FROM work.
  • Do not enter any other pizza establishment in uniform, unless you are making a delivery.
  • Always conduct yourself in a courteous and professional manner when in uniform.
  • Never consume or purchase alcoholic beverages while in uniform.
When you leave your employment with the Company, you are expected to return all parts of your uniform. Employees may request an exception to these standards as an accommodation for religious/cultural/medical reasons through the Operating Partner. STA will comply with any federal, state, or local laws that prevent application of any of these standards.

E. SOLICITATION OR DISTRIBUTION

To eliminate the possibility of disrupting operations and annoying employees and to maintain a good working atmosphere, solicitations of any nature or distribution of literature by an employee during working hours and in the course of performing their job assignment are prohibited at all times, unless directed or approved by the General Manager.

F. MINIMUM JOB REQUIREMENTS

You must be able to demonstrate their knowledge and ability to perform the following job duties: 1. Answering Phones. You will be trained to answer phones within 2 rings and take orders on our POS system. Knowledge of our Codes and Products is essential and you will be required to learn and explain them to our Customers and your Managers. 2. Preparation of Products. You will be trained to prepare products for the business days in accordance with Health Department and Company Standards. Prepping during the slow part of the day (usually the mornings) allows us to focus on prepping the correct amount of food and products for the projected business. Preparing and making sandwiches, pizzas, wings and other products during the day allows the business to focus on sales and service during the busiest parts of the day and not have to worry about running out of food or selling improperly prepared products. 3. Customer Service. Domino’s is a nationally recognized brand and we hold our employees to a high standard in Customer Service. We are trained to ensure our customers’ Domino’s experience is a positive one. You are encouraged to follow Wow the Concern system and go the extra mile for our Customers. Smiling, being friendly and courteous, greeting Walk In and Delivery Customers and having a positive attitude are a few examples we encourage to help you represent yourself and our company in an exceptional manner. 4. Store Cleaning and Sanitation. Domino’s takes tremendous pride in our Stores Cleanliness and Sanitation. We are a Food Establishment that is routinely monitored and inspected to exceed Local and State Health Requirements as well as strict standards set by Domino’s. You are required to follow store cleaning policies. A few examples of this policy include washing dishes, sweeping and mopping, wiping and sanitizing walls, windows, floors, ceilings and equipment.

G. CHANGE OF ADDRESS AND OTHER PERSONAL INFORMATION

STA is required to maintain personnel records and files on each employee with information relevant to his or her employment. To ensure that you receive the benefits to which you are entitled, you are responsible for promptly notifying STA’s Accounting and Payroll Offices whenever there is a change in the following:
  • address
  • telephone number
  • person(s) to notify in case of emergency
  • name changes
  • marital status
  • number of dependents (for beneficiary and tax purposes)

H. ELECTRONIC COMMUNICATION STANDARDS

STA encourages the use of electronic communications to share information and knowledge in support of our business. Domino’s furnishes computers and software to its stores and you to provide a more efficient system of communication to further its business interests. STA, therefore establishes principles, rules and procedures for you to follow, including but not limited to the following: 1. All computers, E-mail and Internet connections are FOR BUSINESS USE ONLY. Personal Use is prohibited. 2. All computers and software are the property of STA. 3. STA reserves the right to conduct random audits and inspections of an employee’s usage and all communications and any downloads at any time, with or without notice. 4. Computer configurations and software may not be altered, modified, or deleted. 5. No lewd or obscene software or materials may be uploaded, downloaded, posted, and disseminated or printed. 6. No private solicitation or personal business will be conducted through e-mail or the internet. 7. Recreational ‘surfing’ of the internet is prohibited. 8. You shall not, directly or indirectly or by implication, employ a ‘False Identity’ (the name or electronic identification of another). 9. STA is not responsible for any loss or damage incurred by an individual as a result of personal use. 10. You should have no expectation of privacy when using STA computers, communications and/or equipment. 11. You are required to provide any and all passwords for access to STA computers or programs to their manager. 12. You are prohibited from communicating any confidential or proprietary information without approval of the STA. 13. You are prohibited from charging or plugging in personal cell phones, tablets, etc. in to the Pulse system. 14. You may not download information into Pulse, including graphics and music. This policy will not be interpreted or applied so as to interfere with your protected rights to discuss or share information related to their wages, benefits, and terms of employment amongst themselves or with outside parties. Inappropriate, potentially offensive, improper or harassing e-mail, voice mail, social online networking, phone text messaging or Internet usage, or that which contains obscenity, vulgarity or profanity is prohibited. Use of company equipment and communication for such is prohibited. In addition, e-mail, social online networking communication, phone text messaging or voice mail which contravenes our equal employment opportunity, harassment, or other company policies is prohibited. Team Members in violation of this policy will be subject to disciplinary action up to and including Suspension and/or Termination.

I. INTERNET & ELECTRONIC COMMUNICATION DISCLAIMER

STA-provided computer systems that allow access to the Internet and electronic communication systems are the property of STA and are provided to facilitate the effective and efficient conduct of company business. Users are permitted to access the Internet and Electronic Communication Systems to assist in the performance of their jobs per company use guidelines. Personal Use is not job related and is strictly prohibited as it may interfere with the user’s productivity or work performance or with any other employee’s productivity or work performance which adversely affects the efficient operation of the computer system.

J. E-MAIL DISCLAIMER

The following statement should be on all emails transmitted using a Domino’s email: This email and any files transmitted with it are confidential and intended solely for the use of Domino’s. If you have received this email in error, you should not disseminate, distribute or copy this e-mail. Please reply to this e-mail and delete it from your system. Any views or opinions presented in this email are solely those of the author and do not necessarily represent those of Domino’s.

K. E-MAIL, VOICE MAIL, SOCIAL NETWORKING AND INTERNET

This policy governs team member use of STA’s computer, telephone, and other equipment and systems, as well as any social media, including any online tools used to share content and profiles, such as personal web pages, message boards, networks, communities, and social networking websites including, but not limited to, Facebook, MySpace, Digg, Flickr, Instagram, Twitter, LinkedIn and web blogs. The lack of explicit reference to a specific site or type of social media does not limit the application of this policy. STA respects the rights of all team members to use social media. However, because communications by team members on social media could, in certain situations, negatively impact business operations, customer relations, or create legal liabilities, it is necessary for STA to provide these guidelines. For example, there are special requirements applicable to publishing promotional content online. Promotional content is content designed to endorse, promote, sell, advertise or otherwise support a company’s products or services. These guidelines are intended to address these and other similar matters. In addition to ensuring that a team member’s use of social media does not create any legal liabilities, these guidelines are intended to ensure you understand the types of egregious conduct that is prohibited. This policy will not be interpreted or applied so as to interfere with your protected rights to discuss or share information related to their wages, benefits, and terms of employment amongst themselves or with outside parties. Your engaging in use of social media are subject to all of the STA’s policies and procedures, including, but not limited to, the STA’s policies: 1) protecting the confidentiality of STA proprietary information, trade secrets, and business sensitive information; 2) safeguarding company property; 3) prohibiting unlawful discrimination and harassment; and 4) governing the use of company computers, telephone systems, and other electronic and communication systems owned or provided by the STA. Team members must comply with the following guidelines when using the STA’s computer, telephone, and other equipment and systems, as well as any social media: 1. You are prohibited from posting or displaying comments about co-workers, customers, vendors, suppliers, members of management that are obscene, abusive, physically threatening or intimidating, harassing, or constitute a violation of the STA’s workplace policies against discrimination, harassment, or hostility on the account of age, race, religion, sex, ethnicity, nationality, disability or other protected class, status, or characteristic. 2. You are prohibited from using company trademarks or logos in a manner that would mislead or confuse the public or customers regarding product quality, intentionally damage the STA’s goodwill associated with the trademarks or logos, or unlawfully interfere with the STA’s ability to effectively use trademarks or logos in its business operations. 3. You are prohibited from using or disclosing trade secret information or proprietary information related to products, production processes, designs or using or disclosing documents or information that have been designated or marked as business sensitive, confidential/private, or business use only. 4. Unless authorized and approved by the STA, you are prohibited from disclosing or publishing any promotional content. 5. You are prohibited from engaging in activities that involve the use of the STA’s computer, telephone, and other equipment and systems, as well as any that violate other established company policies or procedures. 6. You are prohibited from using social media while on work time, which is the time you are engaged in work, unless it is being done for company business and with the authorization of the STA. Violations of this policy may result in disciplinary action up to and including termination. Team members should know that the STA has the right to and will monitor any information created, transmitted, downloaded, exchanged or discussed on its computer, telephone, and other equipment and systems, as well as any publicly accessible social media, consistent with the law. You should have no expectation of privacy while using the STA’s computer, telephone, and other equipment and systems, as well as any publicly accessible online social media.

L. SURVEILLANCE CAMERA POLICY

It has been established, for the Safety of our Employees and our Customers, Domino’s employs the use of Video Surveillance. The purpose is to promote a safe environment, deter acts of harassment or assault, deter theft and vandalism and assist in the identification of individuals who commit damage to company property. Video Surveillance is also used to assist law enforcement agencies with regard to the investigation of any crime that may be depicted. Furthermore, Video Surveillance and Video Surveillance Snapshots are used to assist, promote and enforce company policies in the daily operations of our stores. Signs will be posted in appropriate areas, either at the entrance to the store, the area under surveillance, in close proximity to a camera and/or the Communication Center. At no time will persons other than those designated by the management team have access to monitors or its recordings made in the course of surveillance or move, adjust surveillance camera positioning. Personal 14 information contained on the recordings shall not be used or disclosed for purposes other than those for which it was collected. The use of surveillance will not cover areas where there is an expectation of privacy. Disabling the surveillance system or camera will be subject to disciplinary action up to and including Suspension and/or Termination.

M. MOBILE/CAMERA PHONES, TEXT & VOICEMAIL

Mobile phone and camera phone use is prohibited during your shift unless otherwise authorized by management. Drivers may use mobile phones if necessitated for company business. For safety reasons, we require that IF you use a cell phone or other communication or electronic device while driving in any capacity for the Company, YOU MUST pull over to a safe location before making or receiving any calls or otherwise utilizing the device. Many accidents happen while a driver is distracted. Keep your eyes and concentration on the road. Excessive personal cell phone use is not allowed unless authorized by management. Email, voicemail text messaging, or internet usage which violates company policy is prohibited and will result in disciplinary action up to and including suspension and/or termination. You are strictly prohibited from engaging in videotaping or photography involving Domino’s trademarks and logos in a manner that would mislead or confuse the public or consumers regarding product quality, intentionally damage STA’s goodwill associated with the trademarks or logos, or unlawfully interfere with the Company’s ability to effectively use its trademarks or logos in its business operations. You are prohibited from taking photographs, videos, or any other electronic recording while in a Domino’s store or while conducting Company business, unless written authorization is provided by an Operating Partner.

SECTION 4 - COMPENSATION

A. SCHEDULING, CLOCK-IN, & TIMEKEEPING

The hours of operation for each location are determined by the General Manager. The schedules for all employees are made on a weekly basis and will be posted by Thursday close of business unless otherwise approved by the General Manager. Schedules may yary from week to week, depending on business needs. School and other work schedules may be requested to further assist in the store’s scheduling. Requests are submitted at your store and may or may not be granted as business allows. You are required to work ONE weekend shift a week (i.e. Friday, Saturday, Sunday) as business necessitates. You may also be required to work during certain holidays and special events as dictated by business needs. Your hours are recorded via an automated timekeeping system. You are report to work no earlier than 5 minutes before their scheduled start of their shift as business allows (Reference: Attendance Policy). Employees are not allowed to clock-in and begin work unless they are in full compliance with our Image Standards. In the event of an error in timekeeping using our automated timekeeping system, please immediately notify your General Manager to rectify the situation. We appreciate your commitment to excellence. However, you should never perform work off the clock. It is our policy that you be compensated for any work you perform for STA 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 pizza store, delivering, or at any other location. If you are ever asked to work for STA ‘off-the-clock,’ please notify your Operating Partner or the Human Resources Department as soon as possible. Working ‘off-the-clock’ could result in disciplinary action up to and including termination.

B. PAY DAY

The Company uses a biweekly fiscal calendar to calculate our company’s payroll. Our Payroll is delivered to your designated home store. Your paycheck will be available biweekly on Friday at 5pm. Your first paycheck may be delayed an additional week depending on the pay schedule and your date of hire. Please verify your name, address, hours, and any other information and alert your manager of any discrepancies. Discrepancies should be brought to the attention of your General Manager as soon as possible. Upon separation, your paycheck may be mailed to your current address that we have on file. You must return all company property (i.e. Uniform, keys, and car toppers). It is important that all information and address changes be submitted immediately. Domino’s is not responsible for lost payroll checks due to incorrect addresses. If a check is reissued, a stop payment and reissue fee of up to $40.00 will be assessed and may be deducted from that check, as permitted by federal and state law.

C. PAY FOR PERFORMANCE

STA exercises a Pay-For-Performance (PFP) philosophy. The cornerstone of this philosophy 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 placement in wages, competitive position in the marketplace, Company profitability, and economic conditions. Overall, STA’s PFP philosophy recognizes individual performance and competitiveness of the position’s salary in the job marketplace.

D. COMPENSATION POLICY AND PROCEDURES

There may be times when your store can not meet its operating requirements or other needs of the business during the business week. We may give You the opportunity to work hours that exceed the regular work week. It is our policy that Overtime cannot be worked without the approval and authorization of your Operating Partner and/or GM. Overtime assignments will be distributed among those employees who are qualified to perform the work. Overtime will be used only after other alternatives have been explored, such as rescheduling priorities, reassigning work, re-balancing workloads, offsetting excess hours in one day with reduced hours in another day in the same workweek, and revising the work schedule so that weekend work can be performed as a regular part of the affected workweek. Consideration for scheduling overtime each week is an 16 incentive and reward for deserving employees. All requests for Overtime must be directed to your General Manager in accordance with the Open Door Policy. Overtime Hours worked for Non-Exempt Hourly employees will be paid at 1.5 (or time and a half) of the current federal or state minimum wage, whichever is higher. If you work Overtime without first getting approval from your General Manager, you may be subject to disciplinary action up to and including Suspension and/or Termination.

E. HEALTH INSURANCE BENEFITS

All employees who work a minimum of 32 hours per week over a 13 week period will be eligible for the group insurance plan in place for STA. Please contact payroll@stamanagement.com for more details regarding pricing and coverage options.

SECTION 5 – WORKSITE RULES

A. WEATHER POLICY

It is our policy to remain open during normal business hours unless weather necessitates a closing. Your manager will communicate any early closings or change in delivery schedule to you. In times of inclement weather, we may you to report for your regular shift earlier, providing adequate time for safe arrival. If road conditions are unsafe or conditions prevent you from leaving your home, call your manager.

B. NO ACCESS POLICY

Off-duty employees are not allowed in the interior of the store (including customer waiting areas) unless picking up a personal food order. Non-employees are not allowed on company property without proper authorization, unless picking up a personal food order. Children are not allowed behind the front counter except for store tours.

C. WORKSITE SAFETY & SECURITY

It is STA’s goal to provide and promote a safe working environment. STA expects our Employees to act in a safe and responsible manner to protect themselves and others. Individuals who are not employed by STA are not allowed in the work areas of our stores. A Team Member who is off the clock is also not permitted in the work areas (behind the counters, in office, etc) of our stores. Our Team Members must adhere to all company rules regarding safety, fire prevention, and health and security measures. Report any strangers or suspicious individuals or vehicles that enter or attempt to enter secured areas of the work site to local law enforcement immediately. If you experience any discomfort or difficulty in using any equipment, you should discuss the situation with your General Manager. They should address and correct the issue, if possible. In the event a resolution is not available, contact the Operating Partner or Human Resources department for assistance.

D. OCCUPATIONAL SAFETY AND HEALTH ADMINISTRATION (OSHA) & MATERIAL SAFETY & DATA SHEETS (MSDS)

All Employees should be trained on current Material Safety Data Sheets (MSDS) on chemicals and other materials used by STA. 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 store, 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 store. You will be required to be knowledgeable enough about the MSDS information to answer any questions an OSHA inspector may ask you during an inspection of the store. You can locate the MSDS information in the store office, or ask your manager for assistance. MSDS sheets can be found in the manager’s office in an orange binder marked MSDS. 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 store during your initial team training. Thereafter, you will need to make sure you keep current on all MSDS information.

E. SAFETY & SECURITY INSPECTIONS & SEARCHES

STA takes the safety and security of our people very seriously. These policies, procedures and practices are in place to help us achieve a safe and secure working environment. These policies are in place for your safety and the safety of your fellow Team Members. Therefore, to ensure compliance with these policies and as a condition of your employment, STA reserves the right from time to time to inspect any company or personal property that is on company premises or is being used or carried in the course of deliveries or other company business, including but not limited to vehicles, lockers and drop boxes. Refusal to submit to an inspection or search may be grounds for disciplinary action up to and including Suspension and/or Termination of Employment.

F. ACCIDENT & INJURY REPORTING

STA is committed to your safety. STA 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, Operating Partner, and/or Human Resources IMMEDIATELY! This means you must notify someone in 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 immediately, but notification MUST ALWAYS 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, regardless of severity, you must contact your manager immediately, unless to do so threatens your health. Under such circumstances, seek medical attention and then contact your manager as soon as possible. An Accident/Injury Incident Report must be completed by the injured team member, a supervisor at the location, and a witness and/or witnesses to the incident. Team Member & Witness 18 statements in conjunction with Video Surveillance will provide further detail to the nature of the injury and the means to prevent further incidents.

G. 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 stores. We should remain calm and cooperate with the robber 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 manager know the combination of both safes. Activate the safe, but inform the robber that he must wait 15 minutes for the time-delay mechanism. Usually, they will not want to wait and may flee the premises. After the robber leaves, Lock the Door and follow Incident Reporting procedures.

H. PASSWORD INTEGRITY

All employees are responsible for protecting their passwords to insure the safety of your authorized actions. Passwords must be changed on a regular basis. Employees that have misused or shared their password will be subject to disciplinary action up to and including Suspension and/or Termination. If your password has been used for fraudulent purposes you will be prosecuted to the fullest extent of the law.

I. CASH MANAGEMENT

Handle your money responsibly. Drivers, please reference the Company’s Safe Delivery 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 and any misappropriation, mismanaged or unaccountable company funds will result in repayment of the funds via payroll deductions, to the extent permitted by federal and state law, from the responsible Team Members and Disciplinary Action may be taken up to and including Suspension and/or Termination. Members of management should reference the ‘Manager’s Reference Guide’ and review further policies and procedures regarding ‘Cash Management’.

J. CREDIT CARDS

Employees are required to verify the customers ID and confirm the ordering customer is the name on the card. They must present the card to a driver for verification. The Team Member making the delivery MUST physically and visually verify the card information is correct. A ZIP CODE must be used to confirm the order at the time the order is placed. Carry Out customer orders must have their valid credit card ‘swiped’ at the store. All Credit Card slips are to be accounted for and treated as cash. Customer receives a copy (white) as receipt and unaltered proof of payment while we collect a signed copy (white or yellow). Failure to verify ID on a disputed charge will 19 result in collection of the funds from the responsible Team Member via payroll deduction to the extent permitted by federal and state law. Any falsification or alteration to credit card amounts or signatures is considered credit card fraud and will result in immediate termination of employee. Employees cannot use their personal credit, debit, or prepaid credit cards to obtain cash.

SECTION 6 - LEAVE of ABSENCE POLICIES

A. 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 a Team Member may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave.

TEAM MEMBER ELIGIBILITY

To be eligible for FMLA leave: 1. You must have worked at least 12 months for STA in the preceding seven years (limited exceptions apply to the seven-year requirement) 2. You must have worked at least 1,250 hours for STA over the preceding 12 months; and 3. You must currently work at a location where there are at least 50 Team Members within 75 miles.

CONDITIONS TRIGGERING LEAVE

FMLA leave may be taken for the following reasons: 1. Birth of a child, or to care for a newborn child (up to 12 weeks); 2. Placement of a child with the you for adoption or foster care (up to 12 weeks); 3. In order to care for an immediate family member (your spouse, child, or parent) with a serious health condition (up to 12 weeks); 4. Because of your serious health condition that makes you unable to perform the your job (up to 12 weeks); 5. In order to care for a Covered Service member with a serious injury or illness related to certain types of military service (up to 26 weeks) (see Military-Related FMLA Leave for more details); or 6. In order to handle certain qualifying exigencies arising out of the fact that your spouse, 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). The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks, with one exception. For leave to care for a Covered Service member, the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

DEFINITIONS

1. “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 Team Member from performing the functions of the Your 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. 2. “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. 3. “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

STA measures the 12-month period in which leave is taken by the “rolling” 12- month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a covered service member, STA 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 for adoption or foster care must be concluded within 12 months of the birth or placement.

USING LEAVE

Eligible Team Members may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the Team Member or immediate family member, or in the case of a covered service member, his or her injury or illness. Eligible Team Members may also take intermittent or reduced- scheduled leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-born child, or for placement of a child for adoption or foster care. ywho require intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt STA’s operations.

NOTICE AND MEDICAL CERTIFICATION

When seeking FMLA leave, you are required to provide: 1. 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 STA 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. 2. Medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of STA’s request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination. Second or third medical opinions and periodic recertifications may also be required; 3. Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and 4. Medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition. STA will require this certification to address whether you can perform the essential functions of your position. Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.

EMPLOYER RESPONSIBILITIES

To the extent required by law, STA will inform Team Member employees whether they are eligible under FMLA. Should a Team Member be eligible for FMLA leave, STA will provide him or her with a notice that specifies any additional information required as well as the your rights and responsibilities. If you are not eligible, STA will provide a reason for the ineligibility. STA will also inform you if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against your leave entitlement. If the Company determines that the leave is not FMLA-protected, STA will notify you..

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.

FAILURE TO RETURN AFTER FMLA LEAVE

Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the Company’s standard leave of absence and attendance policies. This 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, STA’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

OTHER EMPLOYMENT

STA generally prohibits employees from holding other employment while on leave. This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including immediate termination of employment.

FRAUD

Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.

EMPLOYERS’ COMPLIANCE WITH FMLA AND YOUR ENFORCEMENT RIGHTS

FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Further, FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law which provides greater family or medical leave rights.

LIMITED NATURE OF THIS POLICY

This Policy should not be construed to confer any express or implied contractual relationship or rights to any Team Member not expressly provided for by FMLA. STA 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.

B. MILITARY-RELATED FMLA LEAVE

FMLA leave may also be available to eligible employees in connection with certain service-related 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 Team Member 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 Team Member 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 FMLA-qualifying reasons. If a Team Member 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 Team Member 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 Team Member or close family member, or a qualifying exigency). For example, during the “single 12-month period,” an eligible Team Member 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. A Team Member seeking Military Caregiver Leave may be required to provide appropriate certification from the Team Member 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 Team Member eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver 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 Team Members 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 Team Member 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 Team Member, 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 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 STA and the Team Member agree that such leave shall qualify as an exigency and agree to both the timing and duration of such leave. A Team Member 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 Team Member’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.

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 26 apply for a Medical Leave. Medical leaves are unpaid unless covered by a benefit program. Except as required by law, medical leaves do not provide job protection. We request that any and all leaves of absence be submitted in writing.

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 manager as much advance notice as possible. All applications for military leave will require sufficient documentation.

SECTION 7 -VEHICLE AND DRIVING STANDARDS

A. SAFE DELIVERY DRIVER PLEDGE

I will follow all of STA Safety and Security Policies and procedures including: • I WILL maintain proper insurance coverage at all times. • I WILL always wear a seat belt when driving or riding in a vehicle for STA. • I WILL have sufficient gas BEFORE my scheduled shift to complete my scheduled shift. • I WILL always 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 & may exercise the option to call back all nighttime orders. • I WILL drive to and from my scheduled delivery only. • I WILL take the oldest run unless supervisory personnel directs otherwise. • 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. • If Allowed, when making multiple orders runs, I WILL hide money from the previous run in the vehicle while on the second run. • I WILL report all accidents including bodily injury, to my manager, operating partner or human resources regardless of whether there is apparent damage and/or injury. • I WILL promptly report any traffic citation, accident, and/or conviction or change in driver’s license status, whether incurred during or outside employment, to my manager, district manager or human resources. • My vehicle WILL be free of all 3rd party advertising and any offensive and/or derogatory language. • I Consent to Motor Vehicle Record (MVR) checks done by STA. • I WILL NOT carry any type of weapon on my person or in my vehicle while engaged in Company business, including, but not limited to, making deliveries or handling deposits. This includes, but is not limited to baseball bats, guns, and knives of any kind. • I WILL NOT solicit tips. • I WILL NOT drink and/or do drugs or be under the influence or have in my possession, alcohol or illegal drugs. • I WILL NOT stop to get gas while on delivery. • I WILL NOT sit in my car after a delivery for any reason. • I WILL NOT leave the store with more than twenty dollars ($20.00) 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 carry or use controlled substances or alcoholic beverages in the automobile while on delivery or around the store area. • I WILL NOT exceed the posted speed limit (NO SPEEDING) • I WILL NOT resist a robbery attempt. • I WILL NOT make telephone calls, text, or otherwise use any cell phone or communication device while operating my vehicle. • I WILL NOT have unauthorized passengers in my car during my shift. • I WILL NOT engage, confront or argue with another driver and/or customer either on the road while driving or while stopped or parked or exhibit behavior which may be perceived as ‘Road Rage’.

B. AUTOMOBILE INSURANCE & DRIVER’S LICENSE REQUIREMENTS

At any and all times during your employment with STA 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 laws of the state that you are driving in. Upon request, you will submit to STA a copy of your current Certificate of Liability Insurance Card (Insurance ID Card). The Insurance ID Card must contain a valid policy number, date of expiration, vehicle year, make and model, and your name listed as an ‘Insured Driver’ or you must have written approval from the legal owner. 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 STA a copy of the automobile insurance upon request, change or renewal. 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 STA, you have to have a current, active state issued driver’s license. You will submit to STA a copy of the driver’s license upon request and upon renewal of the license. You cannot drive another employee’s automobile unless you are listed as an insured driver on the insurance that covers that vehicle. A copy of this vehicle insurance and a vehicle inspection must be on file in the office. 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 Motor Vehicle Report (MVR) proving you are QUALIFIED to drive for STA.

C. DUI/DWI

If any Team Member has been picked up on DUI/DWI charge, they are Not Qualified to drive until the matter is resolved in court and the incident is reviewed by Human Resources and/or until their court date. They can work inside in a Non-Driving capacity as business allows. The employee must be in good standing to be transferred as an Insider.

D. NOT QUALIFIED TO DRIVE

Not qualified to drive means the team member CANNOT drive for STA in any capacity. This includes but is not limited to delivery, bank deposits, driving to meetings, driving in the 29 process of marketing and driving to other stores to pick up product. The team member is to notify management immediately of such an incident. At that time, a Non Driving Agreement should be signed by the team member to be included in their personnel file at the main office. Once the situation has been resolved in court, if they are found not guilty of the DUI/DWI, the main office should be directed to run an MVR on the Team Member to again determine their driving status. If the Team Member is in ‘Good Standing’ and is found guilty, he or she may be permitted to continue working as an Insider as business allows, but is not allowed to drive for STA.

E. VEHICLE STANDARDS

The Company’s Team Members must comply with all Vehicle Standards during the scope of your employment. • All delivery vehicles should not show excessive exterior damage or wear and tear. • The interior of delivery vehicles must be clean and free of debris. • In order to protect the Domino’s Brand, any car signage MUST only contain a Domino’s approved message. • 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, signs or like messages. • All vehicles used during the scope of your employment with STA must have a Vehicle Inspection done on their insured vehicle every six (6) months. • Vehicle Inspections are done by a member of management. Managers can not do their own inspection. • Radar detectors are not permitted in any vehicle used while in the scope of your employment for STA. • Under no circumstances are flammable liquids, except those canned fuels approved by STA, stored or used in the vehicle. • Cars will be equipped with car top signs. Drivers are responsible for the proper installation of car top signs and the company is not responsible for damage that occurs if signs are not properly installed. (3/13) • Company Vehicles use will take priority over personal vehicles. (3/13)

F. DRIVING STANDARDS

All Team Members who work in driving related positions must have a valid driver’s license. Motor Vehicle Records (MVR’s) will be run prior to the start of employment. By accepting employment and signing the acknowledgement for this handbook, you hereby authorize us to periodically; as we feel necessary, obtain copies of your MVR. 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 at all times. The vehicle being used must be listed on the insurance ID card. A vehicle inspection will be performed on your vehicle every 6 months. Your vehicle must meet all expectations. Vehicles are to be free from any offensive and/or derogatory suggestion or any third party advertisements. Drivers may have no more than two (2) violations in the past two (2) years (such as but not limited to speeding, failure to yield, failure to obey traffic signal/device, failure to stop, improper turn, improper lane change, careless driving, following too close, operator not restrained by safety belt). 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. Or combination of no more than one (1) at-fault accident plus two (2) other violations in the past three (3) years with at least one incident occurring in the third year. Also, a team member may not drive for Domino’s for a minimum of three (3) years from the date of violation if any of the following violations appear on the MVR or application: leaving the scene of an accident, reckless driving, any alcohol or drug related violation unless otherwise provided by law, hit and run, vehicular homicide or assault, participation in an unlawful speed contest and/or eluding or attempting to elude a police officer. Driving Standards are a condition of employment and drivers who do not meet the driving standards at any time will be unable to continue working in a driving position. No one under the age of 18 years is permitted to operate a vehicle while in the course and scope of employment. Violations of the Company’s Safe Delivery Driver Pledge may result in disciplinary action, including IMMEDIATE SUSPENSION AND/OR TERMINATION.

SECTION 8 -TIPPED TEAM MEMBER POLICY

Tipped Employees: Tipped employees are those employees who customarily and regularly receive more than $30 per month in tips. Tipped employees generally include, but may not be limited to, delivery drivers. Reporting Tips: Tips (cash and charge) are considered income and are subject to income tax. If you are a tipped team member, the Internal Revenue Services requires you to report all tips for income tax purposes. You are personally responsible for recording all of your tips on a daily basis by declaring your gratuity total in Pulse. To comply with the law, each team member is required to declare and certify all of his or her tips earned. The benefits of proper tip reporting include an established social security wage credit history which will lead to more accurate Social Security payments later in life. Also, any income verification used to secure a car loan, personal loan or mortgage will include the maximum amount of your income reported. Low or Zero Tip Declarations: STA believes that the amount of tips declared by a team member is accurate. Therefore, a low (or zero) tip declaration will be taken as an indication that the team member is providing poor customer service and subject the team member to disciplinary action, up to and including discharge. A team member who consistently receives low tips will cause STA to assume two things: 1. Customers have been consistently unhappy with the employees’ service. 2. The team member may also be unhappy, because he or she is not earning tips at the same rate as other delivery drivers. A team member who intentionally underreports tips will be subject to disciplinary action, up to and including discharge. 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). • Increased Compensation Benefits in the event of Disability. • IRS may determine through an examination, you underreported tips and you may be subject to substantial additional Taxes, Penalties and Interest. • It is the Law. Report all tips to your Manager during your checkout. Tips reported will show up on your W-2 form as ‘Wages’. Payroll taxes will be withheld from your regular pay and will affect your net check. The IRS may assess taxes and penalties if you do not report tips to STA. Amount of Gratuity: The amount of a gratuity is completely determined by the customer. Team members in tipped positions will accept any and all gratuities with equal graciousness in expressed or implied behavior. Falsification: Falsifying your time record, your tip reports, your mileage, or any other falsification, including falsifying any other team member’s time record, is prohibited and shall be grounds for disciplinary action, up to and including discharge.

SECTION 9 - NOTICE OF TIP CREDIT PROVISIONS

As allowed by the Fair Labor Standards Act, STA is utilizing the tip credit provision outlined in the Act. Under this provision, you will be paid a base hourly rate of not less than $7.50. You understand and acknowledge that you will receive different pay rates depending on your shift assignments and the work you are performing as set forth below unless otherwise modified by your employer. Your employer will take a tip credit against the minimum wage in an amount equal to 100% of the cash and credit card tips collected by you as an employee. This credit is automatically treated as reported tips for all payroll tax purposes. You also should know that the additional amount claimed by STA on account of tips as the tip credit may not exceed the value of the tips received by you. You have the right to retain all tips that you receive from customers. As a tipped employee, it is your responsibility to track and report all tips received. You will be held accountable for reporting tips accurately. Finally, you should be aware that the IRS requires employees to report all their tips as taxable income on annual tax returns. Please sign below as the acknowledgment that you have read this notice and understand its contents.

SECTION 10 - MILEAGE POLICY DELIVERY DRIVERS:

For each delivery you make while working for us, we will reimburse you for expenses involved in using your personal vehicle. We refer to this reimbursement as ‘Mileage’. COMPANY BUSINESS ADDITIONAL MILEAGE: Additional mileage will be paid daily for company business runs other than regular deliveries. Team Members making these ‘Runs’ must meet the all Federal and State laws, all Driving Requirements of Domino’s and must also have a Safe Delivery Pledge on file in the franchise office. For these runs, you will be paid the mileage as set by STA for single delivery runs.

SECTION 11 - ARBITRATION AGREEMENT AND TEAM MEMBER HIRING INFORMATION

A. MUTUAL DECISION TO ARBITRATE DISPUTES.

In this Arbitration Agreement, the term “the Company” refers to Team STA, STA Management, LLC, RDR Services, LLC, Fountain Oaks, LLC, Northwest Professionals, LLC and includes its holding companies, parents, franchisors, subsidiaries, divisions, affiliates, insurers, predecessors, successors and assigns, their (including the Company’s) respective owners, directors, officers, shareholders, managers (both direct and indirect), team members, employees, vendors, contractors, and agents. The term “Team Member” refers to the individual whose signature and name appear on the last page of this Arbitration Agreement. Both the Company and the Team Member acknowledge that the Company has a system of alternative dispute resolution that involves binding arbitration to resolve disputes that may arise out of the employment context. The duty to arbitrate under this Arbitration Agreement is mutual, and the decision to accept or to continue employment and to execute this Arbitration Agreement means that the Team Member and the Company have 33 agreed to and are bound by this Arbitration Agreement. The duty to arbitrate under this Arbitration Agreement survives any decision, by either the Team Member or the Company, to terminate (voluntarily or involuntarily) Team Member’s employment with the Company. In consideration of the decision to accept or to continue employment and the mutual benefits (such as reduced expense and increased efficiency) that private binding arbitration can provide both the Company and the Team Member, both the Company and Team Member agree that any claim, dispute, and/or controversy that the Company or the Team Member may have against the other relating to or arising out of the Team Member’s employment or the cessation of that employment shall be submitted to and determined exclusively by binding arbitration under the Federal Arbitration Act, 9 U.S.C. Sections 1-16. Specifically, both the Company and the Team Member agree that this Arbitration Agreement will be governed by the Federal Arbitration Act (FAA) and involves a transaction in interstate commerce. All other legal decisions shall be determined by the federal, state or local law applicable in the state where the Team Member primarily works for the Company.

B. DEFINITION OF CLAIM, DISPUTE AND/OR CONTROVERSY.

This Arbitration Agreement specifically includes all claims, disputes, and controversies by the Team Member or on the Team Member’s behalf against the Company relating to or arising out of the Team Member’s employment or the cessation of that employment and all claims, disputes, and controversies that the Company may have against the Team Member relating to or arising out of the Team Member’s employment or the cessation of that employment, known as “Covered Claims.” The term Covered Claims is defined below and includes any claim that may be brought on an individual, class action, collective action, multiple party, or private attorney general basis. 1. Covered Claims. Covered claims include all claims that may be brought in a court or before a governmental agency unless specifically excluded in Section B., below. Covered claims include past, current and future disputes or controversies related to a Team Member’s job application, hiring, terms and conditions of employment, job assignments, payment of wages, benefits, forms of compensation, or termination from the Company. Covered claims include those brought pursuant to an alleged contract, in tort, pursuant to statute, regulation, or ordinance, or in equity or otherwise and include, but are not limited to, the following: (1) All claims, disputes, and/or controversies arising under federal, state, or local laws, regulations, or statutes prohibiting employment discrimination, harassment and/or retaliation on the basis of a protected class, such as race, color, sex, sexual orientation, gender identity or expression, national origin, age, disability, or religious discrimination. Said claims include, but are not limited to, those claims that arise under Title VII of the Civil Rights Act of 1964, as amended (“Title VII”); the Civil Rights Acts of 1866 and 1871, 42 U.S.C. § 1981; the Age Discrimination in Employment Act (“ADEA”); the Americans with Disabilities Act (“ADA”); the Equal Pay Act (“EPA”); the Family and Medical Leave Act (“FMLA”); the Pregnancy Discrimination Act (“PDA”); and all other state law equivalents; (2) All claims, disputes, and/or controversies arising under an alleged or actual contract, agreement or covenant between the Team Member and the Company, whether oral, written or implied, and any claims alleged to violate or affect public policy; (3) All claims, disputes, and/or controversies under federal, state, or local laws regarding payment of wages, compensation practices, or benefit plans, including, but not limited to, claims for payment or demand for reimbursement of alleged expenses relating to employment with the Company. Said claims may arise under federal law, including but not limited to the Fair Labor Standards Act (“FLSA”); the Employee Retirement Income Security Act (“ERISA”); and all other state wage 34 payment laws; and (4) All claims, disputes, and/or controversies for refusal to hire, wrongful termination, defamation, assault, battery, negligent retention, negligent supervision, negligent entrustment, invasion of privacy, wrongful imprisonment, claims regarding constitutional rights, claims related to polygraph examinations, layoffs due to closings (including but not limited to claims arising under the Worker Adjustment and Retraining Notification Act (“WARN”)), veterans’ rights, obtaining or using background or credit reports, drug testing, whistle blowing activity, leaves of absence, and infliction of emotional distress or other claims of personal, emotional, physical or other economic injury and other similar claims; and (5) All claims, disputes, and/or controversies relating to the scope, validity, or enforceability of this Arbitration Agreement. 2. Claims Excluded From Binding Arbitration. Nothing herein shall prevent the Team Member from filing and pursuing administrative proceedings before the U.S. Equal Employment Opportunity Commission, the National Labor Relations Board, or any other federal, state or local agency to the full extent as permitted by law notwithstanding the existence of an agreement to arbitrate. Although, if the Team Member chooses to pursue a claim following the exhaustion of such administrative remedies, that claim would be subject to arbitration. Likewise, nothing in this Arbitration Agreement prevents a party from participating in any investigation or proceeding conducted by any other federal, state or local agency. Nothing herein shall prevent the Team Member or Company from seeking or receiving a temporary restraining order or preliminary injunctive relief to preserve the status quo or prevent any irreparable harm pending the arbitration of the underlying claim, dispute, and/or controversy. The only exceptions to the mandatory arbitration provision, besides those listed in this paragraph, are as follows: (1) Any claim, dispute, and/or controversy arising under the National Labor Relations Act (“NLRA”) that is brought before the National Labor Relations Board, including but not limited to unfair labor practice charges; (2) Any claim, dispute, and/or controversy for medical and disability benefits under Workers’ Compensation or any claim for Unemployment Compensation filed with the state where the Team Member resides; (3) Any claim, dispute, and/or controversy on an individual basis only which are brought properly in, and only to the extent they remain in, small claims court; (4) Any claim, dispute, and/or controversy arising out of any other written contract(s) between the Team Member and the Company where the contract specifically provides for resolution through the courts; and (5) Any claim, dispute, and/or controversy for benefits under a Company plan in which the plan provides its own arbitration procedure (such as a claim involving a Company health plan in which the health provider has its own arbitration procedure agreed to by the Team Member).

C. ARBITRATION PROCEDURE.

Unless the parties agree otherwise as to a particular dispute, any arbitration pursuant to this Arbitration Agreement shall be initiated with and conducted by the American Arbitration Association (“AAA”). The arbitration will be conducted in accordance with the Employment Arbitration Rules current at the time the arbitration is requested, except as indicated herein. AAA Rules may be obtained at http://www.adr.org or by calling 1-800-778-7879. If the AAA Rules current at the time the arbitration is requested are in conflict with the procedure below, then the AAA Rules shall supersede the stated procedures. 1. FORM OF ARBITRATION AND WAIVER OF MULTI-PLAINTIFF LITIGATION. In any arbitration, any claim shall be arbitrated only on an individual basis and not on a class or private attorney general basis. The Team Member and the Company expressly waive any right to arbitrate 35 as a class representative, as a class member, in a collective action, or in or pursuant to a private attorney general capacity, and there shall be no joinder or consolidation of parties. All arbitration shall be brought on a separate and individual basis. In the event an arbitrator or court determines a claim may be brought as a class or in a collective action, then the agreement to arbitrate that claim is void and null and such class or collective action must be brought in the appropriate court system and not in arbitration. In such case, Section V., Waiver of Jury Trial shall still apply. The Team Member and the Company each agree, to the fullest extent permitted by applicable law, that neither will, in any capacity: i. file, join, intervene, or participate in any way as a party, class member, or individual eligible for monetary relief in any lawsuit or court case that is subject to mandatory binding arbitration under this Arbitration Agreement; ii. file, join, participate, or intervene in any class-based lawsuit or court case against the other party (including any collective or representative action); or, iii. file, join, participate, or intervene in any class-based arbitration against the other party. Except as provided above, this waiver does not prohibit the Team Member’s right to act in concert with other applicants or team members, under the NLRA, nor does it restrict any other rights under the NLRA, and Team Members will not be subject to discipline or retaliation for exercising such rights and/or filing claims with the NLRB. This waiver also does not limit federal or state agencies’ right to bring class or collective actions on behalf of applicants or employees. 2. LOCATION OF ARBITRATION. Arbitration shall be held in the state and county of the Team Member’s primary employment at the time of the act giving rise to the dispute. The only exception is if the arbitrator requires a location elsewhere, or both the Company and the Team Member agree to a different location at the outset of the arbitration. 3. SUBMISSION OF CLAIMS. Team Member understands that to assert a claim, he or she must demand arbitration through the forms provided by the AAA and in compliance with AAA rules, both of which may be found at http://www.adr.org or by calling 1-800-778-7879. Team Member must submit a copy of the request for arbitration by certified mail/return receipt requested to 29850 Northwestern Hwy. Ste 200, Southfield, MI 48034 attention to Amer Asmar. 4. TIME LIMITATIONS. If said claim would first need to be submitted to a state or federal agency such as the Equal Employment Opportunity Commission (“EEOC”), then the request for arbitration must be submitted to AAA and mailed to the opposing party within time period in which said claim must be submitted to the state or federal agency. Otherwise, claims must be submitted to AAA and mailed to the opposing party within the applicable statute of limitations as allowed under applicable law. If either the Company or the Team Member wishes to assert a claim, the submission of the claim to the opposing party must be made by written request for arbitration and mailed by certified mail/return receipt requested. Any claim not submitted to AAA and mailed to the opposing party as a written request within the proper time length is waived. 5. AUTHORITY OF ARBITRATOR. The arbitrator has the authority to award relief, including attorneys’ fees, compensatory damages and punitive damages if provided under applicable law, to the Company or the Team Member, and the arbitrator’s authority is as binding as a decision in a matter litigated in the courts. The Arbitrator shall have the authority of a trial court judge sitting without a jury, but may not add to, modify, invalidate or ignore any provision of this Arbitration Agreement or the AAA Rules, nor may the Arbitrator invoke any basis for a ruling other than controlling law. Either party shall have the right to petition the court to decide such questions of arbitrability. The arbitrator shall have no power under this Arbitration Agreement to consolidate 36 claims and/or to hear a collective or class action. In addition to requirements imposed by law or by AAA, any arbitrator used shall be a retired state or federal court judge, or licensed attorney with arbitration experience and at least ten years’ experience practicing employment law and shall have a Martindale Hubbell AV rating, as mutually agreed to by the parties, and shall be subject to disqualification on the same grounds as would apply to a judge of a court of relevant jurisdiction. The arbitrator shall follow controlling law and issue a decision in writing within 45 days of the arbitration hearing and issue a supporting opinion based on applicable law. The decision and supporting opinion may be appealed, as described below, within 90 days of issuance of the decision. If the decision and supporting opinion are not appealed, then the decision is final, binding, and conclusive on the parties and may be entered in any court of competent jurisdiction. At either party’s election, such decision and supporting opinion may be appealed to another arbitrator (“Appellate Arbitrator”), who shall be chosen in the same manner as described above. The Appellate Arbitrator shall apply to the underlying decision and opinion the same standard for review of civil cases as an appellate court in the relevant jurisdiction and issue a decision in writing with a supporting opinion based on such review and applicable law. The Appellate Arbitrator’s decision shall be final, binding and conclusive on the parties and may be entered in any court of competent jurisdiction. Any further action to enforce or vacate an award from an Arbitrator or Appellate Arbitrator shall be governed by the Federal Arbitration Act. 6. FEES AND COSTS OF ARBITRATION. The party who requests arbitration shall pay the AAA filing fee subject to any caps imposed by AAA Rules. The Company shall pay the Arbitrator’s fee and any other type of expenses or costs assessed by AAA that the Team Member would not be required to pay if he or she were free to bring the covered claim in court, as well as any other expenses or costs that are unique to arbitration. The Company and the Team Member are responsible for paying their own fees and expenses associated with hiring an attorney, experts, witnesses, and costs in preparing for the arbitration (such as preparing a brief). An Arbitrator will not have authority to award attorneys’ fees unless a statute or contract at issue in the dispute authorizes the award of attorneys’ fees to the prevailing party, in which case the Arbitrator shall have the authority to make an award of attorneys’ fees as required or permitted by applicable law.

D. DISMISSAL OF ANY LAWSUIT.

The Company and the Team Member agree that if either pursues a covered claim against the other by any method other than the arbitration provision herein, and an exception does not apply, the responding party is entitled to a dismissal, stay and/or injunctive relief, at the responding party’s discretion, regarding such action, and the recovery of all damages in responding, to include related attorneys’ fees, costs, and losses.

E. WAIVER OF JURY TRIAL.

TEAM MEMBER AND THE COMPANY UNDERSTAND THAT BY ENTERING INTO THIS ARBITRATION AGREEMENT, BOTH GIVE UP THEIR RIGHT TO TRIAL BY JURY OF ANY INDIVIDUAL, CLASS, COLLECTIVE ACTION, MULTIPLE-PARTY, PRIVATE ATTORNEY GENERAL, OR OTHER CLAIM EITHER MAY HAVE AGAINST THE OTHER, EXCEPT AS EXPRESSLY PROVIDED HEREIN.

F. EXCLUSIVE OPT-OUT RIGHT.

The Team Member has the right to opt out of the obligation set forth in this Arbitration Agreement to submit to binding arbitration. To opt out, the Team Member must send via electronic mail or first-class mail, within thirty (30) calendar days of signing this Arbitration Agreement, an email/letter addressed to rtasmar@yahoo.com and binkley800@gmail.com stating that the Team Member has elected to opt out of the Arbitration Agreement. The email/letter must clearly state the Team Member’s name and must be signed by the Team Member. Absent the proper and timely exercise of this opt-out right, the Team Member will be required to arbitrate all disputes covered by this Arbitration Agreement.

G. SEVERABILITY.

Should any term or provision, or portion thereof, be declared void or unenforceable or deemed in contravention of law, it shall be severed and/or modified by the arbitrator or court and the remainder of this Arbitration Agreement shall be enforceable; provided, however, that if the “Form of Arbitration” provision above prohibiting classwide, collective action, consolidated, or other group arbitration is deemed invalid, then this entire Arbitration Agreement shall be null and void as to that action and the parties encompassed, except for Section V., Waiver of Jury Trial, which shall survive.

H. EXCLUSIVE AGREEMENT.

Any agreement contrary to, or modifying, the foregoing arbitration provisions must be entered into, in writing, by the President of the Company. Oral representations made before or after Team Member is hired do not alter this Arbitration Agreement. This Arbitration Agreement can only be modified by a writing signed by all parties which specifically states an intent to revoke or modify the Arbitration Agreement. This Arbitration Agreement is not, and shall not, be construed to create any contract of employment express, or implied. This Arbitration Agreement does not in any way alter the “at-will” status of the Employee’s employment. This also does not create an employment contract for a specific period of time.

I. ENTIRE AGREEMENT.

This is a complete agreement of the parties and this Arbitration Agreement supersedes any and all prior or contemporaneous oral, written or implied understandings or agreements regarding arbitration, including, but not limited to, any arbitration provisions in employment applications.

J. ACKNOWLEDGMENT OF ARBITRATION

I UNDERSTAND THAT THIS ARBITRATION AGREEMENT CONTAINS AN AGREEMENT TO ARBITRATE. AFTER SIGNING THIS DOCUMENT, I UNDERSTAND THAT I WILL NOT BE ABLE TO BRING A LAWSUIT CONCERNING ANY DISPUTE THAT MAY ARISE WHICH IS COVERED BY THE ARBITRATION AGREEMENT. MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE LEGALLY BOUND TO ALL OF THE ABOVE TERMS. I UNDERSTAND THAT, UNLESS I TIMELY SEND THE OPT-OUT LETTER REFERENCED ABOVE TO THE PROPER ADDRESSEE, I WILL BE REQUIRED TO ARBITRATE ALL DISPUTES WITH THE COMPANY THAT ARE COVERED BY THIS ARBITRATION AGREEMENT, I ALSO UNDERSTAND THAT THIS ARBITRATION AGREEMENT CONTAINS A WAIVER OF JURY TRIAL. I KNOWINGLY, WILLINGLY AND 38 VOLUNTARILY AGREE TO THE TERMS AND CONDITIONS OF THIS ARBITRATION AGREEMENT. I ACKNOWLEDGE THAT NO REPRESENTATIONS OF FACT OR OPINION HAVE BEEN MADE BY ANY PERSON OR ENTITY TO INDUCE MY EXECUTION OF THIS ARBITRATION AGREEMENT OR TO IN ANY WAY MODIFY OR NULLIFY ITS EFFECT.

SECTION 12 COVID 19 POLICY

Consistent with the governor’s Executive Order 2020-42, all employers who employ critical infrastructure workers are to adopt policies to prevent workers from entering the premises if they display respiratory symptoms or have had contact with a person who is known or suspected to have COVID-19. STA adopts this policy consistent with this order. All employees who have any of the following symptoms should immediately notify their immediate supervisor and stay home:
  • fever (temperature greater than 100.4)
  • cough
  • shortness of breath
  • unexplained body aches
All team members who have been in contact with someone or who suspect that they have been in contact with someone exhibiting COVID-19–related symptoms should also immediately notify their immediate supervisor and stay home. All employees who have any of the above symptoms or who have been in contact (or suspect that they have been in contact) with someone exhibiting these symptoms should follow all CDC recommended steps, including, but not limited to, staying home, contacting a medical professional, and self-isolating from the public and others within their place of residence. A full list of the CDC’s steps to prevent the spread of COVID-19 while sick are located at the following link: https://www.cdc.gov/coronavirus/2019-ncov/if-you-are-sick/steps-when-sick.html Employees who have COVID-19 symptoms or who have been in contact (or suspect that they have been in contact) with someone exhibiting these symptoms may not return to work until the criteria to discontinue home isolation are met in consultation with the employee’s health care provider and the local health department. The CDC’s criteria for discontinuing home isolation for persons with COVID-19 is located at the following link: https://www.cdc.gov/coronavirus/2019-ncov/hcp/disposition-in-home-patients.html During the term of the governor’s Executive Order 2020-42, all employees must remain at least six feet from all other employees. All employees must regularly wash their hands with soap and water for at least 20 seconds and must use gloves where appropriate and available. All employees must take any and all steps needed to meet and exceed the recommended food safety and handling requirements of local, state, and federal authorities, including, but not limited to, any and all ServSafe requirements. Employees must regularly clean and sanitize all hard and frequently touched surfaces, including tables, doorknobs, light switches, countertops, handles, toilets, faucets, and sinks. Employees must also create systems to allow customers to make contact-free payments and for the contact-free exchange of food, including, but not limited to, by allowing for contactless food pickup.

TEAM MEMBER ACKNOWLEDGEMENT

I understand that the Team STA Employee Handbook is a guideline to which I may refer if I have questions about my job and career at STA. I understand that the information and statements contained in the Employee Handbook are presented as a matter of information only, and none of the information or statements contained in it is intended to create or be construed to constitute a contract for employment for any specified period of time between STA and me. I further understand that the Employee Handbook will be reviewed periodically by STA, and that STA reserves the right, in its sole discretion, to alter, amend, modify, interpret, or terminate any benefits, provisions, policies, or procedures of STA including those contained in the Employee Handbook, at any time if it so chooses. I acknowledge and understand that no one except STA can alter or change, verbally or otherwise, any of the provisions contained in the Employee Handbook, and that any changes to this Employee Handbook can only be made by STA in writing. I further understand and agree that the Employee Handbook supersedes all prior representations or statements, oral or written, made to me about my employment. In further consideration of my employment, I agree to conform to the rules and regulations of STA and I also agree that my employment and compensation may be terminated, with or without cause and with or without notice, at any time, at the option of either STA or myself. I understand that no employee, supervisor, or other representative of STA, other than STA, has any authority to enter into any employment agreement for any specified period of time, and no one, including STA may make any agreement contrary to the provisions contained in this Employee Handbook, unless STA makes such an agreement in writing directed to me personally. I further acknowledge that no one has made any representations or statements to the contrary to me, either oral or written, and I acknowledge and understand that no one has the authority to make such representations or statements to the contrary in the future. I have received and read the Team STA Employee Handbook as well as the Tip Credit Provisions and the Arbitration Agreement and I understand their contents and agree to abide by the policies stated there.

I UNDERSTAND THAT THIS ARBITRATION AGREEMENT CONTAINS AN AGREEMENT TO ARBITRATE. AFTER SIGNING THIS DOCUMENT, I UNDERSTAND THAT I WILL NOT BE ABLE TO BRING A LAWSUIT CONCERNING ANY DISPUTE THAT MAY ARISE WHICH IS COVERED BY THE ARBITRATION AGREEMENT. MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE LEGALLY BOUND TO ALL OF THE ABOVE TERMS. I UNDERSTAND THAT, UNLESS I TIMELY SEND THE OPT-OUT LETTER REFERENCED ABOVE TO THE PROPER ADDRESSEE, I WILL BE REQUIRED TO ARBITRATE ALL DISPUTES WITH THE COMPANY THAT ARE COVERED BY THIS ARBITRATION AGREEMENT, I ALSO UNDERSTAND THAT THIS ARBITRATION AGREEMENT CONTAINS A WAIVER OF JURY TRIAL. I KNOWINGLY, WILLINGLY AND VOLUNTARILY AGREE TO THE TERMS AND CONDITIONS OF THIS ARBITRATION AGREEMENT. I ACKNOWLEDGE THAT NO REPRESENTATIONS OF FACT OR OPINION HAVE BEEN MADE BY ANY PERSON OR ENTITY TO INDUCE MY EXECUTION OF THIS ARBITRATION AGREEMENT OR TO IN ANY WAY MODIFY OR NULLIFY ITS EFFECT. AGREED:

Personal Information

Home Address

Emergency Contact Information

Employment Questions

Positions Applied for:

Have you ever been convicted of a crime

Background Information and Consent

I understand that you intend to make an independent investigation of my background which may include references, character, past employment, education, credit, and consumer information, driving history, criminal or police records, or insurance claims records, including those maintained by both public and private organizations and all public records for the purpose of confirming the information contained on my application and/or obtaining other information which may be material to my qualifications for employment ( a "Background Investigation"). I hereby authorize you, as part of my application process, and from time to time during my employment, to conduct a Background Investigation, which may include a consumer report and/or Motor Vehicle Report (MVR). I authorize the release of all such information to you. I release, without reservation, you and any person or entity which provides information pursuant to this authorization, from any and all liabilities, claims, or causes of action in regards to the information obtained from any and all of the above sources used. I acknowledge that this 1s a stand-alone consumer notification informing me that a report will be requested and that the ‘nformation obtained shall be used solely for the purpose of evaluating me for employment, promotion, reassignment, or retention as an employee. This information is required for identification purposes only. We are an Equal Opportunity Employer and do not discriminate on the basis of sex, race, color, religion, sexual orientation, creed, national origin, veteran status, age, disability, or on the basis of any other classification or characteristic protected by federal, state, or local law. In addition, this form id subject to revision without notice in the event of a change in federal, state, or local law. The following is my true and complete legal name all information is true and correct to the best of my knowledge.

Manager / Shift leader Acknowledgement

As on employee of the Company, | acknowledge that I have certain responsibilities in the store. Amongst these, I am responsible for cash management, as indicated in the Team Member Handbook, for any shift that I] am working on. I take full responsibility and agree that any cash shortages that arise on a shift that Tam managing may be deducted from my payroll check without any recourse to the company, In the event where I am running a shift with another shift-leader and/or manager, we will be both responsible. I understand that the purpose of this acknowledgment is not to penalize me but to make me understand that cash management is my responsibility. I understand that there is a daily shift change process and will utilize this tool to the best of my ability to ensure that there are no cash shortages.

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Signature Certificate
Document name: Acknowledgement of Handbook
lock iconUnique Document ID: d17e6a2721abde65ce0e146c4c5e55bc6083931b
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July 6, 2020 3:37 pm EDTAcknowledgement of Handbook Uploaded by Remy Sarhan - hiring@stamanagement.com IP 46.217.139.34
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