THE VOICEof Domino’s Franchisees

FEATURES: Mary Lynne Carraway Tracy Gray Interview & Tribute Patrick Doyle

Working for Franchisees Advocacy,DFA Membership Benefits and Education to Increase Franchisee Profitability Issue 1 2018

The Voice / dominosdfa.com CONTENTS 4 DFA year togetitopen.” forever. Wehadtopushsohardattheendof by theendofyear.Itseemedlikeittook “ 32 believe thatitwillmakemeabetterleader.” more connectedtothebiggerpictureandcanonly though IamthenewestBoardMember.feel “I havereallylearnedsomuchalreadyeven 22 success ofthebusiness,it’sreallyquitesimple.” “Ultimately, thesuccessofourFranchiseesis 8 We were abletoopenoursecondWilsonstore

Patrick Doyle The Voice isprinted quarterly anddistributed to theentire Domino’s Franchisee Community. The opinionsexpressed inthispublication donotnecessarily represent Domino’s Franchisees, Domino’s Pizza Inc, and/or any ofitsagents.

Mary LynneMary Carraway TracyGray Vendor Middleby Partner Marshall 26 Partners Foundation 56 Partners Forum Meetings Forum Meetings 55 Updates Departments Dominic Benvenuti

and Loss Prevention and Loss Van Carney, National Director of Domino’s 40 Safety, and Prevention Loss Security Services Letter Membership 58 #METOO:54 You Are Ready For Paradigm The Shift Common MisconceptionsAbout Insurance52 2018 in Excellence 48 Training The 44 Room It’s28 For Time ALittle EmployeeSpring Cleaning Chairman’s18 Update 5 Ken’s Korner FEATURES Chris Rowe Rowe Chris Brook J. Carrol Upton Jason Mike McDermott J. Hagood Tighe, Fisher and Phillips LLP Phillips and Fisher Tighe, Hagood J. Ken Peebles

James Gerety James

62 Vendor Directory Partner DFA60 Member Board Directory Form 59 Membership Member Services

Safety, Security Safety, Security ?

CEO UPDATE

Ken’s Korner FEATURES 5 Ken’s Korner Ken Peebles “It is harder to stay on top, than it is to get there” 18 Chairman’s Update The Domino’s Franchisee Community charged into started with a goal, prepared and trained, worked hard, James Gerety 2018 with the same momentum as 2017. The Brand is steadily executed and overcame obstacles along the way strong. Not only are we #1 in the USA, but after our to reach their goal. competitors shared their latest earnings reports, we 28 It’s Time For A Little Employee Spring Cleaning are now considered the #1 Pizza Brand in the world. The old adage of “It is harder to stay on top, than it is to J. Hagood Tighe, Fisher and Phillips LLP Back in 2008 & 2009, our Brand was experiencing some get there” rings loudly in my ears each time I hear about of its darkest days. Knowing all of the dedication and Domino’s incredible turnaround story. While I clearly 40 Domino’s Safety, Security and Loss Prevention Services hard work Franchisees have put forth to reach this #1 understand and have seen real life examples of this well- Van Carney, National Director ofSafety, Security status brings an almost overwhelming sense of pride known adage, it was not until recently that I started to consider the reasons why this adage rings so true. To and Loss Prevention and satisfaction. On some days, the darkest days seem just like yesterday for many Franchisees who remember me, it boils down to starting with needing or wanting teetering on the brink of closure. Other days, it seems so to achieve a goal, preparing a game plan, knowing it is 44 The Training Room going to be hard work, being motivated to overcome Dominic Benvenuti long ago since our Brand started on its turnaround vision and Franchisees began the hard-fought journey of taking obstacles, fear of failure and a strong desire to cross the sales and market share from our competitors. finish line. These are great assets when driving someone 48 Excellence in 2018 towards achievement, but they tend to disappear after a Mike McDermott They say every journey starts with a first step and this long hard-fought battle is won. It is only human nature to phenomenal turnaround is no exception. At the end want to stop and catch your breath after working so hard 52 Common Misconceptions About Insurance of 2009, just as we were about to head into 2010 to to reach a goal. This could be considered as complacency Jason Upton celebrate our 50th year in the Pizza business, the Brand to some and could allow our competition time to regroup announced the New & Inspired Pizza. This first step and get motivated to start pushing hard to regain lost eventually morphed into our Road to #1 campaign which ground while we catch our breath. 54 #METOO: Are You Ready For The Paradigm Shift? has turned into wanting to dominate the Pizza industry Brook J. Carrol just as Pizza Hut did for so many years. Knowing our Brand has scaled the mountain and now sits atop celebrating our journey, we need to quickly catch 58 Membership Letter For the system to embrace the radical new direction of our breath and determine our next goal to ensure we not our Brand and to expect our teams to flawlessly execute only protect our hard work, but we focus on widening Chris Rowe the rollout of our new pizza was hard to accept. This the gap between us and our competitors who are trying made the first step of our journey very difficult. There to start their own turn around journey. Let’s face it, was no turning back and teams had to work hard every the recent major announcements from our two biggest day to ensure our Product, Service and Image were at 5 pizza competitors show us they have decided to try and star levels. Slowly but surely, we started to see progress shake things up in order to recapture sales and regain and started seeing positive customer feedback that our market share. Papa John’s founder stepped down and efforts were paying off. What our competitors thought was replaced with a new CEO. Yum Brands made a recent was a Hail Mary gimmick, started gaining traction, and investment of $200 million into Grubhub, which is one our system started gaining momentum. Quarter after of the biggest food ordering/delivery companies in the quarter, our Brand’s numbers started to show the uphill USA. While the view from the mountain looks great, the turnaround process had achieved a full 180 degrees. The Domino’s Brand and our Franchisees have to remember initial steep incline was beginning to level out. where we were just eight short years ago and how our I think everyone has seen inspirational photographs of competitors viewed our New and Inspired campaign as a people standing on top of a mountain with their arms Hail Mary gimmick. raised in the air and huge smiles on their faces celebrating The DFA Board of Directors (BODs), made up of their accomplishment. These photos convey a clear Franchisees elected by their fellow Franchisees, recently feeling of achievement of someone reaching a goal. This met to discuss our 2018 priorities. Their goal is to image also creates an understanding of someone who support Franchisees in the quest to stay on top as the #1 The Voice / dominosdfa.com 6 DFA was disappointed for our and Brand the Franchisee I selfishly told him, that while I was happy for him, I Patrick shared with mehis reasoning behind his decision. after announcing his retirementShortly Domino’s, from has done leading the Brand. DFA Voice magazine to him honor and the amazing he job to one of our be featured spotlights in this issue of the leadership over the last10 years. We have invited Patrick to achieve the goal. DFA The for thankful his is very to complicated executesystem game the plan very the goal, establishing the vision and the rallying entire much ofmountain. so the for credit setting deserves He injob leading our to Brand the top of the pizza industry pizza industry. Patrick absolutely did aphenomenal currently has that challenge since we are now #1 in the top on of you once staying reach and it how Domino’s relates theme The of my Americas. to the article difficulty RussellWeiner as CCO of Domino’s and President of the Allison asOfficer theDomino’s of new Chief Executive and helping with the from transition DoylePatrick to Ritch focusing the on DFA’s for 2018, priority last which is would like to wrap up this of edition Ken’s Korner by as all equally 7of theseare, priorities important As I member’s our of stores”. value the maximize to working organization aunified Franchisees in alignment with Domino’s our Mission of “Providing ourfor organizationpriorities in 2018,but all seven are you see, can As the DFA important has 7very set new and COO President of the Americas) (Patrick to Doyle Ritch Allison and Russell Weiner as the • Help with the leadership transitionsDomino’s at &Leadership area Development of Safety • Provide more Training for Franchisees in the support options ourfor competitors and delivery providing OLO to Aggregators • Strategy combat Food and ProfitSharing performance • Continual monitoring and evaluating Supply Chain Franchisees facing system wide issues on • ContinualLegal support communication tool • Continual improvement of the DFA’s Jostle Franchisee profitability a • Hosting Franchisee summitfocusing meeting on 2018. DFA the for in priorities following DFA the The set Board 2018 and beyond are even better for Franchisees. results and of dedicated the most meeting to making sure the DFA little time celebrating our spent BODs very great popular communication tool, Jostle.can assure I you that Nationalsuccessful Meetingrolledout and our widely in 2017, programs. Also partnership the DFA held avery financial for reserves Franchisees and with Vendor 2017. year, Last the DFA in records Membership, set accomplished in recent years in and more specifically catching their breath by appreciating what the DFA has time BODs the theDuring spent a meeting, short whatback we have achieved over the lasteight years. taketo who are usand ourtrying competitors between pizza company in the world while also widening the gap

stays on top! on stays lead Franchisees to our new goal of ensuring our Brand and working with Ritch toand supporting Russell as they team and astrong legacy in place. DFA The forward looks Patrick will missed. truly leaves He be an incredible genuine, was. it because one conversation…a oneor and I thinkcameas across it as real being so whether he was stage, on in agroup in or thingthe best Iwill remember is his laugh. across Itcame amicable order in solutions people together.to bring But, how to treat people, how to to listen find and how to try how to approachable be and make others feel at ease, the side,On personal Iconsider him for model arole before making decisionsFranchisees. impacting path was, Ialways but felt he considered our perspective not to say we always agreed what on we thought the best intosuggestions his overallvision This for Brand.is the toFranchisee find ways issues ourto andincorporate try was always willing to listen to the DFA’s explanation of acommon goal. to Patrick others rally to support ability him for histo vision, respect integrity, work ethic and the professional side of our relationship, I have come almost years 30 of involvement with Domino’s. On I have gotten knowto well Patrick pretty over my to top on quest of stay the pizza industry. and Russell over taking and leading the in our Brand new being disappointedfrom of Ritch to being supportive aleadershipfor change, timing wasperfect I quickly went community. After listening to hisexplanation of why the [email protected] Officer Executive Chief PeeblesKen

The Voice / dominosdfa.com Patrick Doyle An Interview With SPOTLIGHT 8 DFA — he’s readyto passthebaton. years withthecompany and8atthehelm 9th to discuss his tenure, and why — after 20 Patrick satdown withTheVoice onFebruary R2N1, CEO Patrick Doyle, it’s beenajourney. our Road to Number1.For thearchitect of world havingbeenenormouslysuccessful on and ourFranchisees. Iwanted to make sure peoplewere were going to react. Ilove Domino’s, Ilove oursystem announcement. Iwas concerned abouthow ourpeople However, for somereason, Iwas fairly stressed aboutthe about my job.Istill manage to sleep pretty well atnight. pretty even keeled anddon’t get particularly stressed That’s areally good question. Most ofthetime,Iam announcement andhow haslife changed for you since? CEO. What was itlike inthedays leadingupto that 9th whenyou declared your intention to step down as Patrick, avery bigannouncement thispast January T Patrick &Family oday, Domino’s sitsontop ofthepizza 2 years. Ihave been CEO since2010. (2005-2007), and thenwas President for U.S. Businessfor international for 5 years (1999-2004),then Team USA BachelderforCheryl 2years (1997-1999).Then,Iran I started asSeniorVPofMarketing working for Tell usaboutyour career path at Domino’s. going to make thisbusinesssomuchbetter. could just seethesethingsthat could bedonethat were that was what alsogot meexcited aboutcoming in.I ability to dosome thingshere that kept meexcited and However, itwas notaboutbeingCEO. Itwas aboutthe been my great honorto betheChief Executive Officer. have always beenattracted to doingsomething. Ithas on. Ihave never beenattracted to beingsomething; I Yes, Ididandmore andmore soastheyears went So, that’s whenyou got thesauceinyour veins? and better. opportunity to helpshapeitinto something even bigger the Domino’s businessmodelthat was here and the who hired me.Iwas just incredibly attracted to interviewing Bachelder, withCheryl whowas theperson more thanitwas at thetime.I came inand was It was abigbrand that looked like itcould besomuch beginning. What originallyattracted you to Domino’s? You mentioned your timeas CEO, but let’s goback tothe would belyingifIdidn’ttell you that Iwas pretty anxious. went. Butinthedays leadingupto theannouncement, I remarkably got that. Ifeel really good abouttheway this choosing thistime. At the endofday, Ithinkpeople have leaders whoare ready to take over, that’s why I’m thing. We are having great successand,because we going to beableto convey to peoplethat thiswas agood I was just aboutwhether simplynervous ornotwe were transition, plus feel good aboutRitch andRussell.Ithink going to feel good aboutthisandfeel good aboutthe Patrick Doyle Can we expand on that a little bit? How did these positions set you up for success as CEO? I was fortunate to have been able to spend time doing a lot of different things at Domino’s. I was in marketing, I ran International and I ran our Corporate stores. It was an advantage certainly to have that breadth of experience. I think that was important, but I think what was maybe most important in this role was understanding and knowing our Franchisees. Ultimately, the success of our Franchisees is the success of the business, it’s really quite simple. Everybody here understands that what drove the success of the business we’ve had is that our Franchisees are doing very, very well. As a result, our business is growing quickly. Those two things feed each other. Growth feeds the success of the Franchisees and the success of the Franchisees feeds 2017 DFA National Meeting growth. Understanding that to your core and making your decisions around the business based on that is Balancing work and life is so crucial; tell us something ultimately what leads to success. about Patrick outside of Domino’s. As an example, what are your 3 highest priorities in life? Patrick and Techy Techy, Catherine and Julia are my 3 highest priorities. My wife and my 2 girls! If you are doing this job, you have to love it. Truly, Domino’s has not just been work for me; it is also my primary hobby. I love what I do here. When you are CEO of a public company, you are not going to have a lot of time for things other than your work and your family. That’s been the priority for me for years. Part of the joy of this new change for me is that there are a few other things I would like to spend time doing that I haven’t been able to spend time doing over the course of the past few years. My priorities outside of Domino’s have really been Techy and our two girls. Are there any organizations outside of Domino’s you have been involved in? Probably, the place where I’ve spent the most time Over the years, who in the Domino’s family has had the is the Business Leaders for Michigan. I actually chaired biggest influence on you? it the last couple of years. It is, essentially, the business round table for the State of Michigan which includes I have to start with Dave Brandon. He was my boss for the CEOs of 75 of the largest companies in Michigan. a very long time. He is still our Chairman and has had We have the goal of making Michigan a top 10 state an enormous impact on how I think about the business. for growth and income. I am passionate about it and Because I spent a lot of my early years in international, what we have done. We have been involved in many many of the international leaders had enormous Patrick at the 2017 DFA National Meeting influence on me such as Don Meij, Andrew Rennie, the Torrados, plus Hari and Shyam Bhartia in India. There

have been a lot of people including the folks in the UK. Voice The dominosdfa.com / There have been a lot of the leaders in our international business who were the folks I got to know the best early on. Then domestically, there are a lot people I’m very close to. I would tell you that until his passing, I probably spoke with Bill Graves more than any other Domestic Franchisee. I am close to many others including Mike Orcutt, Dan Hosseini, Robert Gavitt, Sue Graves and Mary Lynne Carraway. I could go on and on. I’m communicating with so many Franchisees in our business, there are so many people I’m close to and take input from. Hopefully, I’ll be able to remain friends with them in the future.

DFA 9 SPOTLIGHT The Voice / dominosdfa.com Patrick Doyle An Interview With Patrick visitingTUSA Baltimore 10 DFA this morning Yum released theirfinancial results for to bethenumber 1pizza company andwe are. Infact, customer experience, andthat hashappened.Iwanted over asCEO and that meant we hadto improve the doing dramatically better thanthey were whenI took had set for myself. First, that ourFranchisees hadto be During my announcement, Idiscussedthe3biggoals I have beenyour key accomplishments? lot duringyour time at Domino’s, what would you say There’s nodoubt that you have beenableto achieve a the State ofMichigan. have worked onastheleadingbusinessorganization in responsibility for thestate. There are alotofthingswe education andeducation overall, as wellas, goodfiscal to get Detroit growing again, to investing inhigher things over theyears. We helpedinthebackground ensure oursuccesswas going to continue. Those were I moved on,we were going to have theright peopleto was having theteam andtheleaders inplacesowhen we are larger aswell, whichiscool. Then,thethird thing That’s apretty cool thing!So, they are now admitting statements that we are, infact, larger thanPizza Hut. we can now absolutely confirm withtheirpublicfinancial system salesfor Pizza Hut.So, ifthere was any doubt left, 2017 andthat confirmed it!They putoutanumber for doable. Pretty exciting that we gotitdone 3 years early! said itwas astretch, butIthought itwas potentially excited about it.We worked through thenumbers and would have required aggressive growth andIwas pretty could [achieve number1]by theendof thedecade. It thought itwas something that was astretch goal ifwe included 2020,whichwould have really been11years. I goal by theendofdecade, whichmeant itcould have cheated alittlebitbecause I came outwiththenumber1 I hadinmy mindthat thiswould be a10-year deal.I that are basedonthelongterm. When Ibecame CEO, DFA’s 2017Corporate Person OfTheYear Award decisions andtechnology decisions decisions, investment decisions,brand term, butyou need to bemaking You have to execute intheshort people focused onthelongterm. way to runthebusinessisto keep company. Ihave always felt theright was to become thenumber1pizza to get thesecond partdone,which 1. Getting that done wouldallow us clearly hadto beprioritynumber to beasuccessful business.So, that the last decade, we were notgoing better thanthey were by the endof our Franchisees were notdoing one was nothard to figure out.If profitability was pretty easy, that The first goal around Franchisee “Road to #1”strategy? setting process, what led tothe for R2N1.Tell usaboutyour goal Let’s talk aboutthat visionyou had those 3done. CEO andI’m very proud that we got my 3biggest prioritiesin my timeas I was going to ask next, did you envision we would achieve number 1 so quickly? Absolutely not! No chance we were going to get there by 2017.

Patrick & Family of how they are going to accomplish the goals that you’ve all agreed upon. I think that’s the same for all levels of leadership within our system. You get the right people on the team; occasionally it means getting the wrong people off of the team. Plus, making sure everyone is buying into the vision. Then, once you give everyone the development and resources they need to accomplish the goals, and if they are making progress towards those goals, then you need to get out of the way. You’ve mentioned that such a big part of the Brand’s I’ll tell you that you absolutely touched on something success are the Franchisees. In your opinion, what does when you set this strategy and you motivated an it take to be a successful Franchisee in this day and age? incredible base of not just Franchisees, but also It’s a little bit different than when we all started. thousands of Team Members across the country to be number 1. Without you laying out that case for Yes, I think it is different. A lot of the basics are the same change and your vision, I don’t think it would have been around building your team and running great stores, and possible. all of the things that we know. I think the big difference today versus when I first came into Domino’s 20 years Thank you! I mean truly, if you had asked in 2010, do you ago, is that our system has to embrace a pace of change think we can get there earlier than 2020, I would have in the business that is completely unrecognizable to what said I suppose it’s conceivable we can get there a year was happening in our business 20 years ago. The world is earlier, but zero chance we could get there by 2017. It’s changing, it’s changing fast. We are going to need to be pretty exciting that we did! nimbler. Part of why I am so proud of the relationship we all have together is because the level of trust between all You’ve often mentioned the secret to success is surrounding yourself with a great team. What does this process look like for you? What advice would you give the Franchisees in creating their own dream teams? I think the challenges of

building a great team are Voice The dominosdfa.com / always the same at any level. Whether you are the GM of a store, a Franchisee or the CEO, it is first about attracting great talent, then developing great talent, giving them the resources they need to succeed, and setting ground rules for how you are going to operate as a team. Once they prove they can do it, it is about getting out of their way and letting them find the specifics DFA 11 SPOTLIGHT The Voice / dominosdfa.com Patrick Doyle An Interview With 12 DFA of usare onlyworking onone Brand andonebusiness. have from ourFranchisees isunique intheindustry. All it theirlife’s work. Thededication and commitment we and are passionate abouttheBrand. They have made Our Franchisees are allin!They believe inthisBrand peer from anothercompany? How would you describeaDomino’s Franchisee to a different thanit was 10or20 years ago. and how they expect to dobusinesswithusisvery need to accept that theenvironment for ourcustomers invest, we are going to needto change, we are going to we have allaccepted that; yes, we are going to needto Because together withoursystem andourFranchisees, embrace change versus thelevel ofsuccesswe’ve had. like Pizza Hutwhohave notmoved quicklyanddidnot on thesethings.We can seewhat happensto brands how we are going to adapt ourmodelandmove quickly we are going to needto lookat ourmodel,thinkabout mindset that we are going to have to change, accept that individual things.It’s aboutputting yourself inthe successful isnothaving adapted to eachofthose has changed. Ultimately, what willmake aFranchisee course, it’s alsoabouttechnology andhow advertising fast enough.That to meisreally thebigdifference. Of of usishigh,because that’s what allows usto move 2017 DFA National Meeting Reception Patrick &hisdaughters, Cathrine andJulia Brand. is very muchunlike what you find at any other restaurant intensity to ourFranchisees andthecompany. Ithinkthat growing anddoingbetter than competitors that bringsan system. It’s that dedication dedication to winning, to the competition and2%friendly competition insidethe This isaculture committed to winning.98%against Franchisees beto continue drivingourculture? the Domino’s culture andwhat would your adviceto time. What do you feel are thegreatest aspectsof to have notjust endured, butstrengthened over Our Brand isalways evolving butourculture seems group ofFranchisees. we have asacompany andwhat oursystem hasasa their dedication to drivingsuccessisdifferent thanwhat one ofmany different thingsthey are anditmeans doing, systems are not.They view itasaninvestment, as maybe that’s thebigdifference. Our system isallinandmost Brand, oneset ofproblems andopportunities.Ibelieve versus whenyou’re alldedicated andworking onone dedicated whenyou are working ondifferent Brands I just don’tthinkyou can beaspassionate, excited and thing for thefranchisor. They may have multipleBrands. and different businesses.Inmany cases, it’s thesame who are doingdifferent things,runningdifferent Brands most systems. [Inothersystems] you have Franchisees when we go to bedat night andthat’s very different than It’s allwe thinkaboutwhenwe get upinthemorningor Patrick addressing Franchisees at the2017DFA National Meeting When we talk about the culture, both internally and What do you feel will be your lasting contribution to the externally, in your view, how can the Franchisees and Domino’s Community? Corporate work best together to continue fueling the Brand’s I hope it is the people who are success? here… the Franchisees, the leadership and the talent within It means lots of communication, the company. The specifics of it means continuing to build the what we have gotten done and level of trust we all have with accomplished over the course of one another. That, ultimately, is the last decade… I’m incredibly what allows us to deal with any proud of what we have done, challenge or any opportunity that but it is the talent we have comes our way. Without knowing throughout our system that is what the challenges are going to going to continue to allow us to be in the future, the only thing prosper. What challenges will we I’m sure of is that we are going to face in the future? I don’t know continue to see a dramatic pace but I know that if we continue of change in the environment and to have better talent and a more what our customers expect from motivated system, this is going to us. If we are ultimately attacking continue to ensure our success those opportunities together, we going forward. are going to win. That doesn’t mean we shouldn’t have vigorous What will you miss most about debate along the way, that’s how Domino’s? we are ultimately going to get to the best decisions. It does All of the people here. I just pray I mean that once we have had that won’t have to miss them, because vigorous debate, and once we I’ll continue to see and talk to have agreed on the path forward, them on a regular basis. that we come together, trust each other and go after those opportunities. If we do that consistently, we’re going to continue to win. Thank you, Patrick for taking the time to share your thoughts and connect with the What would you say would be the key role of the DFA to DFA Membership, as well as, your vision help drive success and/or vigorous debate? and leadership of our Brand. We at the The DFA can play a very important role in continuing DFA wish you the very best with your future to both build the unified culture and approach that we endeavors! have at Domino’s, but also continue to be the voice of the system. Plus make sure, as we are thinking through opportunities, that Franchisees are being heard and that Franchisees continue to be partners in making this work. I’m not worried about whether or not that’s going to happen, I know it is. I know the people on both sides of this equation- the company and the Franchisee community. We are, as a Brand, in such a spectacular place right now because those debates and conversations about how we are going after things, more than at any point in my 20+ years at Domino’s, are incredibly constructive. What I see today is that

the debate is always about how do we get better with Voice The dominosdfa.com / an acknowledgment that everybody is supporting each other in trying to accomplish our unified goals. In the past, there were certainly times when it felt more confrontational and that is not productive. Debate is productive, confrontation is not. It’s healthy debate now and if we are all agreed on what it is we are trying to accomplish, and we are thinking through- what is the best way to go after these opportunities, then that’s the role the DFA can continue to help with.

DFA 13 The Voice / dominosdfa.com 14 DFA - Mary Lynne- Mary Carraway enjoying timewith your family andlivinglife. Fondly. you thebest inyour upcoming future endeavors and little moments really say a lotaboutwho you are. Iwish came for avisit to theCorpoffices.Thoseextra special you for thetimethat you took with my sonwhen we daughters. It’s awonderful example to allofus.Thank family. Ilove the relationship haveyou with your wife and the manyou are, andespecially whoyou are to your was always respectful and cordial between us.I respect our many conversations whether we agree ordisagree it enthusiasm for theBrand andlife. Ihave appreciated appreciated your approachability, love ofyour family, and Patrick, thanks for beingsuchagreat leader. Ihave really - SusanGraves together. but willbealways grateful for thetime we had to work and your family nothingbuthappiness.Iwillmissyou, several years andto alsocall you adearfriend.Iwishyou have your leadership withinmy company for thepast you crushedit.Ihave beenblessedbeyond measure to business, butyour family. AstheCEO, andalsoafriend, passion for theBrand, andleadership, notonlyfor the honest, respectful, supportive, compassionate, incredible Patrick, asyou exit Domino’s, thesewords come to mind: - Mike Khan endeavor. Domino’s history books. Wishyou very best inyour next be theworld’s best company. Your namewillgo inthe Thanks for great leadership andtaking thecompany to - Greg Neichter turning thisgreat company around. Patrick, thankyou for your contributions andleadership in - Tareq Hishmeh enjoy it. chapter brings,Iknow that you, Techy andthegirlswill Brand to andbigger. thinkbigger Whatever thenext pushing thisBrand to new heights. You challenged the years have beeninfectious andinspiring.Thank you for Patrick, your leadership andvisionover thelast several Patrick Doyle - Mike Cunningham andtheMAC Pizza Leadership Team you thebest ofluckinyour new endeavors. people develop. Thank you for your leadership. We wish been ableto grow ourbusiness,create jobs andhelpour you have taken theBrand over thelast 8years, we have in bothsalesandstore counts. Because ofthedirection heights. For MAC Pizza, we have seenincredible growth Under your guidance,theBrand has reached towering commitment, passionanddedication to Domino’s Pizza. Pizza Management, we would like to thankyou for your Patrick, onbehalfoftheover 1,850employees ofMAC - GlennMueller, RPMPizza relationship! us to be#1inallwe do. THANKS Patrick for thewin-win quality by partneringwiththefranchisees andchallenging improved theproduct, image service, andfranchisee he/we achieved that goal. Patrick isagoal getter—he a goal to bethe#1pizza company andnow 6years later increased upto arecord $137,000last year. Healsoset at regular franchise meetings andeach year store EBITDA and reach $100,000perstore. Hetracked thenumbers proclaimed thefranchisee store EBITDA goal to double sales andprofits. Whenhe took over asCEO in2010,he Patrick Doyle unifiedthe system after years ofdeclining - MalliPatibandla Rao Good luck! What aride!Thanks for your visionandleadership! - Brent Medders endeavors! have beenaninspiration!! Allthebest in your future to disrupt themarketplace (andbusinessingeneral) leadership, vision,andkeen awareness ofhow andwhen Patrick, thankyou for allyou’ve donefor ourBrand! Your - EricSmith bless! you move on.Allthebest to you andyour family. God team andIknow ourBrand willbeingreat handswhen have surrounded yourself withatremendous leadership and changingthetrajectory ofourgreat company! You leadership. Thankyou for makingthechanges in’09/‘10 Patrick, Wow!! What arideithasbeenunderyour - BruceVandenberg the very best for thefuture. around! We appreciated your leadership andwishyou Thank you for taking therisks to necessary turntheBrand - SamHishmeh have done. Patrick, theHishmehfamily isgrateful for everything you - JohnGlass and good luck. passion. You have trulybeenaninspiration. Thank you Congratulations. Thanks somuch for your visionand - ArtHurteau &MartyPrather you decideto donext, I’m sure itwillbefantastic! Patrick, thanks for agreat 8years at thehelm!Whatever Patrick, your leadership, vision and passion has positively Patrick, just wanted to drop you a note and thank you impacted the lives of all throughout our great Brand and for all you have done for the Brand. I remember our we can’t thank you enough!! Thank you for the years of early experiences together on the National Advertising legendary leadership and awesomeness! Our Very Best Committee with Cheryl Bachelder as the VP of Marketing Wishes. and you had just taken over Team USA stores. We had - Bob Taylor, Team PPL many laughs and great discussions of where we needed to go as a Company. You had a refreshing view of where Thank you for the leadership and vision. Domino’s has the Brand should go back then that aligned with many had a great run, and you are leaving on a very high note. franchisees. The courage and leadership you had in Wishing you all the best. making bold decisions for the Brand will not be forgotten. - Mike and Lori Lanier Selfishly, I wish you have stayed on our Team for another 10 years, but I respect your decision to move on and Patrick, thank you for pushing to introduce New & tackle those opportunities that are most important to Inspired back in 2009 and bringing us all the way to #1 in you. I hope you stay in touch and wanted to make sure 2017. It has been one heck of a ride with you at the helm. you know that you and your Family are always welcome in Wishing you the best of luck in the next chapter of your St Louis at any time. Thank you. career! - Mark Ratterman - David Jenks I’m never going to forget Patrick Doyle. I was on the Patrick, I will forever remember and appreciate you for verge of losing my business in 2008. Patrick grabbed the the “your success, my success” relationship we shared. helm of our Domino’s ship with two hands and steered You respected and led us with dignity and professionalism us through the churning-dark waters of a struggling US while driving value to our Brand and dollars to my bottom economy. Under his leadership this company has soared line. Thank you! I wish Techy and you a continued to new heights. Patrick revitalized me as a Franchisee and lifetime of rich rewards and happy living! All the best. embedded me with pride and determination to grow. I - Mack Patterson will truly miss his presence in our company. - Salim Joarder Patrick, I’ve been in the system for 30+ years and have been through a few booms and busts. However, the I knew when I first met Patrick he was a rising star. He boom we’re in since you took over is by far the biggest, possessed the intelligence and critical thinking to far baddest, best boom ever! When you took over we knew surpass the roles he was in. I was excited to see him put you would be good, but what you’ve accomplished with to the ultimate test as our CEO and he certainly didn’t and for our Brand is beyond our dreams. I, for one, have disappoint. truly appreciated your leadership style and am grateful for the time we’ve spent together. May the road always I was able to get to know him better and discuss many rise up to meet you and Techy! aspects of our business model from early start of his - Tony Manos leadership. I am thankful to have been involved with Patrick as I grew my franchise from 41 restaurants to 99. Patrick, Michelle and I, and everyone at Team Bailey His leadership of this great Brand allowed those of us wish you and Techy all the best. We sincerely thank you franchisees with the passion to grow our business to do for your outstanding leadership, inspiration, vision, and so in many ways. Although we didn’t always agree, he friendship. We cherish all the great memories together was always open to a good discussion or a healthy debate over the years and the incredible destination gold events! about where we should go as a Brand. I have been Our team will never forget your visit to our New Mexico blessed to have known him as a friend and a partner. rally, it meant a lot to all of us. All the best. - Brian Bailey In the end as he transitions from the day to day leadership of this Brand, I am sure like many we will be watching to Patrick, congratulations on a job well done. I wish you see what exciting venture he will take on next. Best of and your family the best with heartfelt and sincere luck in the next phase of your life Patrick and I am glad to blessings wherever your path may lead you. Thanks! have considered you a friend all these years.

- Steve Gfell - Dan Hosseini Voice The dominosdfa.com / Patrick, a profound thank you for all that you have done for the Brand! The Domino’s family will miss you and I will miss you! Best wishes on any future endeavors! - Alan Murph

Patrick, thank you for the amazing years of working together to make Domino’s the stellar brand that it is now. Your uncanny leadership style, your collaborative approach and your caring demeanor towards all will be missed. All the best. - Osman Qasim Patrick Doyle DFA 15

The Voice The dominosdfa.com /

DFA 17 The Voice / dominosdfa.com UPDATE CHAIRMAN’S 18 DFA Because of necessity,Because we push sometimes people ourto do not want high demands the from restaurant industry. who not do wantThose the high demands of the oil field, unfortunately them driving away. reason The is simple. high unit sales resulting in over people ourworking and hiring options are few. Now,combine that with our when the oil business is in high gear. So, that means high wages. available The of employees pool is limited of our stores due to the oilfieldcompanies paying very organization, we some in havesevere staffingshortages takeaways when talking to my Team In my Members. While Ihave no easy answers, Ihave learned some generational mindset? control and lead our businesses with adifferent of our businesses.operators How dowe effectively you earn time. free I think we are conundrumat a as generation wasif one you that work hard,understood ethic than what I am familiar with as ababy boomer. My time oftype This awaywork is a from different work. to make money, not at but free the of expense quality Millennials who are the bulk of our employee like pool of life is talent good quality driving away.poor Exhaustion, combined exceedingneeds. with staffing General Managers and Team sales are because Members I hear many tales from Franchisees of losing great States is atop priority. the momentum of being the #1pizza chain in the United To have enough great and resources people to continue stable, at a andhighlevel. tostrong, continue perform to In order to that, do we need our greatest to asset be andsuccess achieving dominance over our competitors. number and goal We focused. are passionate about We are Itis in We driven our blood. operators. are what anice problem to have. retentioncontinues be challenging. to Some would say, shallower. While Brand, sales areas a fantastic employee potential our opportunities, employmentpool gets to grow are and finding people more and more job are challenging.growth our economy continues As our grows, Brand theAs demands of such fantastic By: Jim Gerety | DFA | Chairman Gerety Jim By: Leading From The Front They wantThey the to Brand succeed. want They to bring many demands to meetour obligations to the Franchisor. basicstuff. Pretty Now asFranchisees, we are under the• Honoring Team Member’s time off. the place burden as shifts it to performers. the good to in the• Not occur allowing work performance poor way. • Being told thank you, being appreciated goes along • Working who have with people in pride what they do. • Consistently doing things the right way. to them. whatlot about important is most Working side by side with the remainingtaught us a staff andwith build of acore people solid around them. ofcare the team, we needed to make sure we started have worse. been it suffice to But say; order in take to they to needed go. Unfortunately, the timingcould not severalTeam quit without Members notice. Truthfully, he to began require that get everyone the done, basics he had anumber of unmotivated employees. When transferred alower in from volume store. found He General ManagerThe of this was store recently Partner, we worked through the Super Bowl weekend. employees. my Alongside wife, who is the Operating $10,000 more than the national average with nine total spent a couple of days working in that astore does along with the Team to Members grow the business. I Leading by example helps to show you are in the fight investment we do? them to have we• Do expect the emotional same we• Do drive our team to exhaustion? counterproductive? scheduled hours • Is Team driving away Members due to ignoring have to ask are: lead to losing questions people.good we The operators as attitude andUltimately, limited effectiveness. this could and will it leadperson to reduced performance, negative of aTeamOveruse Member is abuse in the minds of that thathonor agreement to work them those limited hours. time Member is hiredworker, as apart then we must and wetime. time means them. lose Ifa Part part Team desired availability, their willingness to work for us shrinks weof if our business. keep Because them beyond their Member’s availability in spite demands of the extreme In order to leaders, good be we HAVE to the honor Team availability. desired their beyond work a great return on the investor’s money. They want a crossroads in life. His lofty business goals have been Franchisees to be profitable, grow store sales, and build achieved and our Brand is on top. Patrick is passing new stores. As both a Franchisee and as an investor, I the baton to two leaders who have his confidence to want to see all those goals realized. see the Brand continue moving forward. It is with the utmost respect that I can say it has been a joy to meet However, I am struggling mightily at how these goals and work with Patrick on Franchisee issues. I appreciate impact and affect our greatest asset which is our Team his honesty, vision and candor. I respect his passion and Members. beliefs on how best to lead our Brand. Although we did Leading From The Front not always agree on issues, we always had mutual respect By: Jim Gerety | DFA Chairman As a concerned Franchisee, I am committed to seeking for each other’s views. out ways to adjust to the business needs in order to make my stores a great place to work. As Franchisees, Thank you, sir! We at the DFA salute you! we believe we are a great place to work, but in the eyes of the general workforce, I do not believe they all share the same feeling. They love our products, but do not think highly about working in our stores. This needs to change and the DFA will work on bringing this to light and changing this attitude. The Brand deserves to have the best people in the stores and we are not there, yet. I totally agree with the keynote speaker, Scott Stratten, from the DFA National Meeting. Regardless of the generation, employees want to be respected and appreciated by their employers. It is about more than just money. It is also about other intangibles as well with quality of lifestyle being at the top of the list. Leadership at the top It is impressive to visit the WRC and see “year in and Jim Gerety year out” how the Team appreciates working at one of Chairman of DFA Board the best businesses in Michigan. I am always impressed by the sense of reward the folks in Ann Arbor feel about being part of the WRC Team. The overall vibe is positive and the passion seems to be strong. The Leader of this great organization walks down the hallways through cubicle city with an approachable smile and contagious pride. He is quick to say hello and acknowledge the greetings from his team. I have witnesses him stopping to listen to his Team Members whether it is in the Finance, Marketing, or Supply Chain areas of the WRC. Patrick Doyle is a Leader who is passionate about this great company, as well as his role as the CEO. The energy in the building starts at the top and is evident whether he is in the building or not. Watching Patrick take pictures with Members of his Team celebrating service anniversaries during the holiday season was a highlight memory for me. I will remember watching the casual interaction, easy laughter, open bantering, and relaxed nature of the Team around their Leader. It was inspiring

for me as a Leader of my business. It inspired me to find Voice The dominosdfa.com / a way to bring that culture to my organization. After he finished, Patrick came up to me and Ken Peebles to talk about the Franchisee community and how recent legislative action was going to benefit us. It was obvious how knowledgeable he is on what is going on in DC and how specific bills, like the tax reform bill, were going to benefit Franchisees. For me, the word “passion” best describes Patrick J Doyle. He has taken a Brand that was struggling and turned it into the most dominant pizza Brand in the United States… and the world. Passion, combined with instilling pride as well as commitment to success has brought Patrick to DFA 19

SPOTLIGHT FRANCHISEE The Voice / dominosdfa.com LynneMary Carraway 22 DFA Mary LynneMary withhermom& siblings Yearthe for Corporation the Regional Woman of Year, the Woman of Frannies, 7Gold Awards/Accolades: Member DFA Board the and Forum the for President Vice 2008, 2006- Board Boards: Chain Advisory Supply #Team Members: 1,800 - 2,000 Virginia, Maryland DC, Washington Locations: Store 76 # Stores: 12 Franchisee: Years as it into married being 30 over and 12 it DP: running Years with mywith siblings 7 of youngest 16. 25 the to also from Iam ranging 4Girls and 4Boys Ihave Family: Company: Team Washington President/Owner Title: Carraway Lynne Franchisee Name: Mary Domino’s Career Path: who really took thetimeand cared. Notonlybecause they loved and I was tutored andhelpedalongtheway by two wonderful franchisees Formative Influence/Event: trybusiness setting and tomanage tothat. needed to learnsomethingsthehard way onwhat was acceptable ina work at thingsfrom aperspective like I would with family members. I Sad to say, butIcame inwithavery trusting heart andwillingness to Biggest Mistakes: great thingstogether. I hadset upinthebeginning.Itreally paidoffand we all experienced able to secure loansandplanourgrowth inapositive way withthe goals jumped inwithallefforts to keep ussuccessful and strong. Also, I was around me.They allowed meto move forward withmy style and were somegreat peopleinplacewhowere very loyal andtrustworthy on meandtrust me.Thiscould have beenavery bigchallenge, butthere calm andnurturingpresence to theteam. They knew they could depend and tragedy struck inashortamount oftime.Ithinkhave brought a Keeping thecompany moving inapositive manner after somuch sadness Key Accomplishments: step inandleadthisteam. this company, working. Ineeded to people whohadworked sohard in keep thecompany andallthe brain tumor. Iknew Ineededto away, llost my husbandto a years after Frank Meeks passed husband David for 20years. Two I was marriedto my sweet My Heavenly Father andhisteachings, family, andservice. Three Highest Prioritiesin your Life: religious community. food banks andyouth leaderandteacher for over 20years inmy Children’s Hospital, ethics leaderat highschools inthecommunity, Local Organizations Involved: support. very thankfulfor Ed Tracey andDave Wood for theirlove, concern and team putinto thecompany. They wanted itto stay thesame.Iamso believed they admired allthehard work Frank, David andthewhole see mesucceedafter suchheartache was in my life. Plus,I really worked withDavid, butbecause they are great menwhowanted to

Mary LynneMary Carraway Best memory while running a store? Over the years, who in the Domino’s family has been the Laughing as I was trying to compete against my Regional biggest influence on you? Directors on who made the fastest pizza. Later, at our big Jim Stansik for helping me take on big things and annual awards party, they sped up my section and I beat believing I could do it. Mack Patterson who always treats them all. Good times! his people and children so well. Glenn Mueller who always reaches out to help others with the things he has Is there a Franchisee mentor who has attributed to your learned and was very supportive when things got hard. success as a Franchisee? Diane Barrentine for being a strong and caring woman, Ed Tracey - he has always believed in me. and a great example of doing it with excitement. How would your childhood friends describe you during Best Advice you have ever received was from who and your “early days”? Would they be surprised by your what was it? success as a Franchisee? Driven and standing up for My mother and family. When things were hard as I was what I believe in. I don’t think they would be surprised losing David and taking over, they would say “Just be who other than how big the business is. I grew up in a family you are and how could they not love you”. They have restaurant business, so working in the food industry with always believed in me and know who I really am. I was people would not surprise them. called the peacemaker in my family as a little girl, and they knew I could make it all work. FPM with Team Competitor 2009 Team Run

2010 Team at WWR Supporting First Responders The Voice The dominosdfa.com / In all your years with Domino’s, what is the funniest REIMAGING thing that ever happened while you were in a store? When a driver was asked to deliver to “The President”, How many stores do you have with the new Pizza he actually thought he was delivering to the President of Theater image? 61 the United States . You should have seen his face when How many are reimaged? 43 he realized it was just me. That story could have only How many relocated? 13 happened in Washington DC. How many new? 6 7 more stores will be reimaged after the leases are Extremely tough call that everyone has an opinion on, renewed. 6 are from the 20/20 image. but who is on your Domino’s Mount Rushmore? Tom Monaghan, Frank Meeks, David Carraway and Patrick If you had to do it all over again, what would you do Doyle. differently? Network with more people to be on the cutting edge on DFA 23 SPOTLIGHT FRANCHISEE The Voice / dominosdfa.com LynneMary Carraway positive andliftthe team toahigherplace.Soft, fairand honestly and to the best oftheirability. to Itry findthe They know me,my goals andthat Iexpect themto doit Empowerment!! Itrust themto know anddotheirjobs. What isyour management method/style? Positive image for ourBrand andsmartmarketing. you rely onfrom DPLLC? As anoperator, what are thetwo most important things MANAGEMENT have inyour reimaged store. Franchisees? Becautious abouthow many seats you Any tricks you can passonto helpyour fellow developments. the new developments andtake advantage ofallthenew 24 DFA TWI Awards Banquet TWI Awards Banquet family inParis LynneMary &her leader. Itgives Franshisees anopportunity to develop picture and can onlybelieve that itwillmake meabetter new Board Member. Ifeel more connected to thebigger I have really learnedsomuchalready, even thoughI am a How doesyour membership withtheDFA benefit you? Work towards becoming adebt free company. you would like to share withfellow Franchisees? Is there aspecificbest practice you have implemented historical low debt. business because ofourstrong ethical standards and to fundallofourexpansion. They are eager to winour reach outto anumberofregional andnational banks Because ofourreputation inthemarket, we are able to How doyou find capital for expansion? long andlate hours inthestores. fit. Plus, keeping theenergy going whenthey have such family. Now, Iwould say itspeopleandgetting theright Stepping backinto thework fieldandleaving my young What hasbeenyour greatest challenge? work andIemphasize life balance. cheerleader for thegood they do.Iappreciate theirhard firm. I feel Itry to be collaborative andahuge

great relationships with pretty amazing people doing the fun working very same thing that we are passionate about. It will only environment make us better and I love to learn. that is part of the TEAM MEMBERS history of Team With business growing across the country. What are Washington you seeing in your market? What tools are you using for and recruiting, hiring, and retention? We have a new training snuggling position. Indeed recruitment has been helping with grand hiring, engaging and training our people more. We have babies. to reach them before we can teach them. Remaining How active is your DMA? Are there any specific areas top three WWR Gold Franny you are networking on together? Very active with raising things OER’S and driving our carryout orders and sales. still left on your bucket list? Serve a mission with my husband for our church, have more land in the country for What impact has the connections with other Franchisees all our family and animals to gather, and keep traveling to in your region made on your organization? It is great fun places with my wonderful husband Rick. when we share ideas on pricing or new hire ideas. It makes us stronger and closer as a system. Is there anything else you want others to know about you, either personally or professionally? I have a passion for cooking, reading and painting. I love to have friends over to gather and share our lives with, and I have always been an outdoors girl who loves to ski, run, and bike and hike. I have learned to always appreciate and love the goodness in others. When my husband, David, was struggling near the end of his fight with his disease, he fell on a walk. One of our neighbors witnessed his struggle to get up and limp home. The next morning we were driving through the neighborhood, and there was a bench in front of every neighbor’s home. The goodness passed from one wonderful neighbor to another… telling them the way they could help our family was to put a bench out so David could stop and rest while walking the kids to and What do you consider when recruiting? Trying to find from the bus stop. The benches are still there 11 years the right fit. They must share a common vision, a desire later and are a constant reminder that we are all benches to win and to serve others. and sometimes need benches. We’re there to help others when they’re carrying a heavy load, and sometimes we How have you handled rising employee costs? Trying to need the help of others as we are in our own trials of life. be as efficient as we can in all areas. This is one area we It’s beautiful, tender and heart wrenching all at the same are always trying to be better in and I love learning from time. It’s been 14 years since David‘s diagnosis, but I still others about how to get better. miss him every day. The loss of seeing him interact with his children is often present, but the love and compassion BOTTOM LINE of good people has eased this burden tremendously. I’m thankful to know and feel him close by… watching over 2017 was a very good year for the Domino’s Brand. Are our family from the other side. there any obstacles you overcame? Are there any you

are facing in 2018? Because of our strong sales and Voice The dominosdfa.com / keeping up with the demands, it is staffing and training on an ongoing basis. With some of the highest minimum wages in the country, remaining profitable, building more stores, and servicing our customers are daily challenges. How do you measure your growth? Ticket price, order count, and total sales.- What is your current greatest need from DPLLC? We need better service from the Domino’s Commissary with improved and reliable systems in place. Where do you want to be in 5 years? Having the same DFA 25 The Voice / dominosdfa.com 26 DFA The Voice The dominosdfa.com /

DFA 27 The Voice / dominosdfa.com UPDATE LEGAL 28 DFA T $2.13 hour per under federal law); employee (which at be least must the employer is paying the tipped amount1. The of the cash wage theuse credit: tip employee before the employer may following information to a tipped law, an employer provide must the Under Notices: federal Credit Tip time so.to do employment lawyer, now is agood reviewedapplication recently by your history. If you have not had your pay of her rate salary prior because For example, afemale at alower by classifications hiring.protected theon basis of gender other or any avoiddiscrimination perpetuating bans” is to of history such “salary history. goal The salary past about employers are prohibited asking from another example,As areas in some referredlaws. to as “ban the box” These frequentlyare application. on ajob ask convictions about employers are not permitted to of the country, parts in some theirexample, For applications. job employers and can cannot ask on laws have what affecting passed Anumber Application: ofJob new attention. your recommended areas for you to direct Below severalare practices. to your Humanrespect Resources alittle cleaningspring conduct with here is notime like the present to tip credittip altogether. higher cash wage) andprohibit some own rules (for example, requiring a as manyhave jurisdictions local their andnotices, to tippractices respect requirements local withalso check Franchisees should to careful be provided. notice is not properly damages and attorneys’ fees,if the plus potentially liquidated (double) takencredit for the three past years, employer may have to pay all back tip indicating cases that the federal court employee’s file.There personnel are signedbeing notice placed in the signingon off the notice and the the time of hire, with the employee to provide this notice at in writing considered practice to abest be in or orally writing. Generally,it is notice aboveThe maybe provided credittip provisions. employee has been informed of these to any employee, tipped unless the 5. That thecredit tip will not apply arrangements). donotfranchisees havepooling tip and regularly receive tips (most to employees who customarily pooling tiparrangement limited by the employee, except for avalid employeetipped are be retainedto 4. That all tips received by the employee; ofreceived tips actually by the tipped employer cannot exceed the amount claimedcredit tipped 3. The by the wage of $7.25 hour); per and the current federal minimum required wage cash of $2.13 hour per differencethe between minimum cannot exceed $5.12 hour per (the employer ascredit, atip which 2. amount The claimed by the Employee Cleaning Spring For Time It’s ALittle By: J.Hagood TigheBy: had your handbook reviewed by an severalpast years. If you have not many changes in the law over the Review: have There Handbook been breaks. are not working during unpaid meal managers should ensure employees they finish Additionally,work. your work and they remain clocked in until anyclocked in before performing should ensure all employees are company. Therefore, your manager cannot volunteer to work for your Under the law, your employees employees and pitching in to help. to “good” be they are trying just times,Other employeesclaim forced them to work off-the-clock. managers their claim individuals Sometimes,compensation. the their employer, not receiving but they work for were performing In other words, they are claiming they were working “off-the-clock.” related to employees who claim lawsuits class action and collective common for employers to face Work: Itis very Off-the-Clock are being done properly. calculations to ensureovertime they 1.5. Irecommend that you audit your you donot multiply thecredit tip by In other hours. words, non-overtime assame thecredit tip takeyou during the exactly is take hours in overtime keep in mind that thecredit tip you are paidcredit atipbasis. on Also, work at differentstoresif or they work week. not Itdoes matterif they for all worked hours in overthe 40 employees receive time and a half you should know, all non-exempt As in the calculation of overtime. who makethe country mistakes we read employers about around Periodically,Calculations: Overtime employment lawyer, you should have issue. If you have not reviewed your this done. Our firm has a special rate mileage reimbursement policies with Wrap Up: Taking a little time to for DFA members. If you wish to your labor and employment lawyer, review your employment practices discuss this, please contact me. you should do so to ensure that you can help minimize the risk that you It’s Time For A Little are taking all of the steps possible to will be a defendant in a lawsuit. If Equal Pay Issues: One of the hottest minimize your risks. you have questions regarding any Employee Spring Cleaning areas in employment litigation of the information provided above, currently involves equal pay. In Harassment Training: It is not please do not hesitate to contact me. By: J. Hagood Tighe other words, someone in a protected possible that anyone has missed class, for example a female, claims all of the publicity surrounding the that they are paid less than their harassment issues that have arisen Hagood Tighe is a partner with male counterparts. A pizza company over the past few months. Employers Fisher Phillips. He concentrates recently had a judgment entered should ensure they are taking proper his practice exclusively in the labor against it in federal court related steps to prevent harassment and to and employment area, representing to such allegations. In that case, a respond to allegations of harassment. Domino’s franchisees across the male and female employee applied For example, you should confirm country. Hagood Tighe can be to work for the pizza company. The that you have a detailed harassment reached at htighe@fisherphillips. pizza company offered the male policy explaining what is prohibited com or (803) 255-0000. employee $0.25 an hour more than and giving examples of prohibited the female employee, even though conduct. This policy should be Fisher & Phillips, founded in 1943, they were applying for the same job. in your handbook and posted in is one of the oldest and largest All employers need to ensure that no your stores. The policy needs to labor and employment law one is making pay decisions on the include specific individuals to whom firms concentrating its practice basis of any protected classification. complaints can be made and should exclusively upon also make clear that retaliation will representation While there may be justifications why not be permitted. Additionally, we of employers. one employee would be paid more recommend that you either conduct For more than another, for example, tenure or training regarding harassment and information, experience, there is no justification discrimination with all managers please visit our for basing compensation on gender or that you arrange for them to website at www. or any other protected classification. participate in such training. There fisherphillips.com. are many online training programs Mileage Reimbursement: As available. If you need suggestions most franchisees know, mileage regarding these, please feel free to J. Hagood Tighe reimbursement continues to be an contact me. [email protected]

803-255-0000 The Voice The dominosdfa.com /

DFA 29 The Voice / dominosdfa.com 30 DFA The Voice The dominosdfa.com /

DFA 31 SPOTLIGHT FRANCHISEE The Voice / dominosdfa.com Tracy Gray 32 DFA years. the Challenges, Many awards sales over 6Rolex Awards/Accolades: Church Peace at Board Trustee of Boards: Chairman #Team Members: 65+ NC Two Wilson, in Locations: Store 2 # Stores: 30 Franchisee: Years as 38 DP: Years With way! the on more one Gray. And Emry and Owens, Oliver Gray, Ricky grandchildren: Three Gray, Elizabeth Daughter-in-Law: Gray, Joseph Son: Owens, Ian Law: Son-in- Owens, Daughter: Elizabeth Terri, years: 34 of Wife Family: Inc. Company: Pizza, TNT Franchisee Title: Franchisee Name: Tracy Gray driving somuch andmissingthefamily. So, Isoldtheother stores and other stores intowns around me.Ourkids were smallandIdidn’tlike I bought thestore inWilson1990.By 1995,Ihadpurchased three to get aloan,soTony went to thebankandhelpedsecure aloanfor me. the Wilsonstore to meifIcould secure aloan.However, Iwas notable sold hisstores to many ofhisemployees whowere qualified.Heoffered wanted to stay inWilson,sotheonlyway was to buythestore. Tony However after three years, Tony decided to sell allofhis stores. We After failing sobadlyin Oregon, I vowed to never own abusinessagain. Atlanta andmy second choice would have beenbackto Greenville, NC. move to Wilson,NCinorder to my supervise area. Myfirst choice was in NorthCarolina asanarea supervisor. So, Ijumpedonit. We hadto with Tony’s stores, butIwas offered apositionwith Tony’s organization we wanted to becloser to family. We wanted to move backto Atlanta help afriendopenstore. After four months, we moved again because narrowly escaping bankruptcy. We moved to Rainbow City, Alabamato true aswe moved away very discouraged after onlysixmonths open, been told that theChristian walk isnotaneasy one,anditproved to be on theright path. We both rededicated ourlives to JesusChrist. Ihave I should.Terri andIfound avery good church inRoseburg that set us I was raised in a Christian home,buthadnotbeenlivingthe way that slow. not dovery well. Iwas usedto highvolume, butthestore was extremely I hadhighexpectations butunfortunately, I was humbledasthe store did late for thestore area Iwanted. So, Istayed onthewest coast inOregon. who were franchising at thesametime,but my application arrived too as afranchisee. Iwanted to move to California withafew ofmy friends February of1985,we moved to Roseburg, Oregon to openmy first store The year was 1984.InOctober ofthat year, Terri andIwere married.In to apotentially higher volume store. Iearned my first Rolex that year. at thestore After asaCSR. five months atthat store, I was promoted after Ibecame a store manager, Imet my future wife who was working not have beenableto doasquicklyinNorthCarolina. Inthe first month a store manager withinfour months, something that Iprobably would be oneofthebest decisionsofmy career andpersonal life. Ibecame stores outside ofAtlanta andneededmanagers. That turned outto After abouttwo months, Imoved to Atlanta, Ga. Tony openedseveral by Tony Erredia. At theendofcollege, Ibecame anassistant manager. while going to college at East Carolina University. Thestore was owned Domino’s Career Path: In1980,Istarted asadriver inGreenville, NC Tracy &Terri Gray withgrandsons, Gray Ricky&Emry kept the one in Wilson. Downsizing made us all much The class clown getting in trouble quite often. I think that happier. a more than a few would be surprised. Key Accomplishments: Accepting Jesus Christ as my During the years you have been with Domino’s, what Lord and Savior, my wife, my kids and my grandkids. My experience/event has made the greatest impact on your first Rolex in Atlanta and my most recent one in Wilson, life? When I was running the store in Wilson in the early and four more in between. Rookie Manager of the Year years of my franchise, I had a homeless man who would with Tony Erredia’s organization. Regional nomination come by my store two or three times a week. He would for Rookie Manager of the Year for Domino’s. Many sales wash windows for food and many times I just gave him awards over the years. food to help him out. Then he stopped coming by. One day after not seeing him for about two weeks, he came Biggest Mistakes: Over spending and diversifying before into the store and I just stared at him. He had several the economic downturn in 2008. We lost everything staples in his head, well over a hundred. He had dried but our business… and only kept that because of much blood all over his head and he looked terrible. He said support from Domino’s Corporate. he had been hit by a car and had just left the hospital. He said that he felt sick and very tired. He just sat in Formative Influence/Event: Accepting Jesus Christ into the lobby. He started saying that he didn’t have any my life. My wife accepting me into her life and my father reason for living. He asked me if God was real and was who was my friend and my best man. He loaned me there more to this life. I was in the middle of a health the money to open my first business, then again when I department inspection and was nervous with the lady bought the one in Wilson. He passed away in 2006 and I look forward to that reunion in heaven one day. Plus, Tony Erredia who helped me start over and my favorite Sunday School teacher, Tony Sebastian, who taught me how to be a Christian husband and father. Local Organizations Involved: Peace Church in Wilson, NC. Director of our Youth Camp for several years. Chamber of Commerce. Three Highest Priorities in your Life: Jesus Christ, my wife Terri, and my kids, Elizabeth and Joseph. Best memory while running a store? We were open during a hurricane when all of the other restaurants were closed. We must have had over 50 people in our lobby. My people were working so hard and one man started complaining that he had to wait too long. My daughter was working as a teenager at the time, and she started telling the man to look outside and he could tell why we were busy. I had to quiet her down in front of the Tracy and Terri with their son Joseph, his wife Elizabeth & children customers, then I stopped working to explain why we Emry & Ricky were running behind. I was able to calm him down in a kind way and we eventually made it through that day. A few days later, I received a letter from someone who was in the lobby during this man’s rant. The letter was praising the man who was in charge that day. He wanted to brag on him and make sure that the owner knew how exemplary he had performed. I have saved that letter to

this day. The Voice The dominosdfa.com / Is there a Franchisee mentor who has attributed to your success as a Franchisee? What is the best advice given to you? Tony Erredia. He said I should watch my money and remember the taxes will come due, so don’t spend the money. He also said to keep three weeks worth of sales in the bank. I am still trying to do that. Allen Lyle has also helped me over the years with any questions that I have. There are several within our DMA who have been very helpful to me as well. How would your childhood friends describe you during your “early days”? Would they be surprised by your success as a Franchisee? I was always joking around. Terri holding the first pizza ever made at our new- est location in Wilson, NC DFA 33 SPOTLIGHT FRANCHISEE The Voice / dominosdfa.com Tracy Gray 34 DFA biggest influence on you? Personally? Professionally? Over the years, who in the Domino’s family has been the Doyle. Monaghan, Richard Mueller, Tony Erredia andPatrick but whoisonyour Domino’s Mount Rushmore? Extremely tough call that every onehasanopinion on, True stories. he was saying. Thensherealized what owner”? “The working here. Ilooked at herandsaid, me andasked ifwe hadaDeowna listened for aminute, thenturnedto asked if Deowna was there. She answering thephone.Thecustomer Another time,thesameCSR was because sheneededto keep acopy. should make acopy before faxing it, to acompany. Sheasked meifshe use my fax machineto sendsomething ago, Ihadanemployee whoneeded to while you were inastore? the funniest thingthat ever happened In all your years with Domino’s, what is one event. have ledmany to Christ because ofthat faith often because ofthat situation. I I have never forgotten itandIshare my butIdidn’tshare.Jesus. Hewas asking, that opportunityto talk withhimabout and Inever saw himagain. Iwasted while longer, themanleft the store about theinspection.After alittle share my faith, butIwas too worried that we could. Iknew Ineededto question. We just had to dothebest us could know theanswer to that told himthat shedidn’tthink any of in thestore doingtheinspection.She Many years Terri withourgrandsons RickyandEmry Joseph Gray, Elizabeth, andRicky Emry Tracy andTerri’s sonandcompany supervisor, Tom

they remember to light themupafter dark. We have 90%using themandwe onlyhave to make sure pay alittle extra mileage for drivers to use a car-top sign. that you would like to share withfellow Franchisees? I Is there aspecificbest practice you have implemented some investors who have beenatremendous help. faced in2008,Ihave afriend whohasbeenableto find REIMAGING moved backto NorthCarolina. move outofAlabamabecause we didnotenjoy it.We what was it? Best Adviceyou have ever received was from whoand help inDomino’s. anyone. Personally, my wife Terri hasbeenthegreatest Wilson, Allenhashelpedmeinthisbusinessmore than that have helpedmeover theyears, butafter Imoved to business andkept megoing. There have beenmany he haddonethesamething.Hehelpedmeget into this wanted to hearaboutmy experience. Itwas because me, cleared hisoffice,then cameback tothephoneand him aboutmy rededication. I kept talking andhe stopped business questions. Heasked how I was doingandI told life to Christ inOregon, Ihadcalled Tony to askhimsome Tony Erredia andAllenLyle. WhenIhadrededicated my Mywife, Terri. Shesaidthat we neededto Due to theeconomic difficulties that we MANAGEMENT challenge? What hasbeenyour greatest followed by praise. the OneMinute Manager, reprimand people andconstant training. Ilike style? Handson,working closelywith What isyour management method/ technology. from DPLLC? most important thingsyou rely on As anoperator, what are thetwo How doyou find capital for expansion? life. the balancebetween work andpersonal position. all ofyour employees, nomatter the fellow Franchisees? Show respect to Any tricks you can passonto helpyour my life. have listened to Dave Ramsey earlierin would you dodifferently? If you hadto doitallover again, what How many new? 1 How many relocated? 0 How many are reimaged? 1 new Pizza Theater image? How many stores doyou have withthe Hiringdrivers andfinding Marketing andPulse Iwould 2 Are there any new safety procedures you have recently What is your current greatest need from DPLLC? implemented in your stores? We discuss safety and Reduction of technology costs. It seems I am being billed security measures at all meetings. for something new all the time. Although, the help has been huge. How does your membership with the DFA benefit you? It has been extremely helpful with many issues Where do you want to be in 5 years? that impact us. It is great to have a voice to represent Possibly having my son take on more of the company the franchisees. I appreciate the opportunity share best while I spend more time with my wife in the Virgin practices and advice with fellow franchisees. Islands. TEAM MEMBERS Remaining top three things still left on your bucket list? Vacation in the South Pacific. Visit Europe. Go on a With business growing across the country. What are month-long cruise. you seeing in your market? What tools are you using for recruiting, hiring, and retention? We are just catching Is there anything else you want others to know about up with using online recruiting. For retention, we try to you, either personally or professionally? be accommodating with a true flexible schedule. We pay I have been blessed to have my beautiful wife Terri by extra for drivers who are willing to close. Our stores are my side for the last 34 years. My son, Joseph has been open until 3:00 am every night. a tremendous help to me through his hard work in our company. He has made these last several years more fun How active is your DMA? Are there any specific areas and enjoyable by working together with us. We have so you are networking on together?We have a good group many employees who have been with us for many years. of franchisees in our DMA who are very regular to the Thank you for all of your hard work to make these stores meetings. We work together trying to achieve goals as a so busy with customers. group. What impact has the connections with other Franchisees in your region made on your organization? It has helped me with business decisions affecting all of us. I have compared different items like mileage, pay rates for all employees, and manager bonus plans. It’s always good to be able to talk about anything that may be affecting sales or service in our area. It is a good source of information that I could not gather otherwise. What do you consider when recruiting? I want people who are friendly, happy and outgoing. I cannot always find that, but that is the goal. I try to find out if they are competitive, have a good image and can communicate well. Tracy & Terri’s How have you handled rising employee costs? It is daughter Elizabeth never easy, especially with the price of pizzas staying low. Owens with her husband Ian We have to stay competitive and pay what is average for Owens our area. We look at our coupons and push up-selling, as well. BOTTOM LINE 2017 was a very good year for the Domino’s Brand. Are

there any obstacles you overcame? Are there any you Voice The dominosdfa.com / are facing in 2018? We were able to open our second Wilson store by the end of the year. It seemed like it took forever. We had to push hard at the end of the year to get it open. I want to get past the opening bills from the new store and see a good cash flow for the rest of the year.

How do you measure your growth? Sales, EBITDA, and PCYA.

Tracy with his grandson, Oliver Owens DFA 35 Mandalay Bay

May 15-16th, 2018

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COMEDFANetwork BOOTH VISIT with DFA #723US Board Mandalay Bay

May 15-16th, 2018

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Members The Voice The dominosdfa.com / COMEDFANetwork BOOTH VISIT with DFA #723US Board

DFA 37

The Voice / dominosdfa.com UPDATE SECURITY & SAFTEY 40 DFA industry: applicableis due to to the many restaurant factors continues rise.to This increasedcriminal activity vulnerable to robberies…. and the number of incidents those opening early and closing late, are especially haveStatistics shown that particularly restaurants, Association) Security Prevention (Restaurant Loss RLPSA the by provided Information 6 Ways Robberies- Prevent to Help Restaurant 7. Reward Box Tops- for info leading to arrest 6. Train for drivers awareness 5. Utilize orders screen red flag to technology 4. Make top of mindset and make S&S personal it training, HPYou3. More S&S that is impactful 2. Franchisees All incident to in call DPZ every together come and aid the store robbed 1. After incidentstore - neighboring Team members these items will in future discussed Voice be articles. completebusinesses. is noted The list below. of Each unsafe work environments threatening franchisees’ with robberies, auto crashes, and how to improve white for board future follow up. items These dealt were discussed the topics noted discussion. The a on Hurteau, Ed Patterson,Art and Treacy Dan Elwellled Pizza, along with fellow John franchisees Glass, Mack of safety. Glennimportance Mueller, RPM from organizations.One was of discussed the the topics Summit with was franchise 30 held in Arbor Ann Since the last Voice publication, a Franchise Economic FranchiseEconomic Summit By: VanCarney Prevention Update and Loss Safety, Security

employee to alone be in a restaurant at any time. amiss. Recommendation:be Neverschedule an employee ready stands to for call help should anything enter,unlock, the and premises check while another protocols for how one employeesecurity should open, robberies at your place of business. are There specific things you to do can curtail of the important most your enforcement restaurant. Law says this is one for openingInsist and the system” on closing “buddy times closing and opening Secure 1. restaurant arobbery: from Here are steps some you take can your to protect menus!” up your Beef and “late-night early morning security will your help employees protect and your business. the crime, whatever so you to do can foul their plans and they want fast! it also want They to get away with Remember, athief your wants money your or property at your place of business. of arobbery possibility areThere several steps you take can to mitigate the plan? security? you tosecurity increase do What can their to enhance enough doing restaurants Are moves for the least secure times. daily• Set routines helpcriminals plan theirstealth take advantage secure of situations. less can lead“friends helping friends” to staffs • Large checks. background extensive • High rates of employee turnover mean can less alluring. be can amounts of accumulated• Large kept cash on-site robberies under the cover of darkness. night timeallow hours more time• Extended for 2. Follow established protocol for cash handling 5. Enhance the security of your employees and your business Keep cash on-hand to a minimum; don’t let cash accumulate in the cash drawer. Keep large bills in There are lots of other things you can do to protect a time-controlled safe. Studies show most robbers both your employees and your premises. Some won’t wait around for twenty-minutes for a safe to restaurants have invested in bulletproof drive-through Safety, Security and Loss unlock itself. This information, as well as your policy windows, state-of-the-art digital video security not to accept large bills, should be communicated cameras, and high-tech safes that can’t be opened by to all employees and to the public. Combinations workers or robbers. Some businesses have installed Prevention Update to safes should be changed regularly and especially silent alarm systems with activation buttons either By: Van Carney when an employee entrusted with the access located strategically throughout the building or on code is terminated. Don’t schedule bank trips remote transmitters. Consider strategic video camera at the same time each day. Your habits may be surveillance to include placing camera monitors near watched and assessed for a “robbery” opportunity. cash registers, in loading and receiving areas, near Recommendation: Change the route the depositor trash disposal areas, and beside exterior doors in full takes to the bank each day and don’t have him/her sight of customers. Always secure the back door; it carry a “cash bag” – use a less obvious container. should never be propped open. Recommendation: Install a peephole in the back door through which employees can view any and all activity in the rear of 3. Know your employees the restaurant and to prevent anyone from exiting the door blindly. Employee theft is the most frequent criminal activity in a restaurant. Deterring robberies at your 6. Scale up lighting and visibility restaurant starts during the employment screening process. Require references and consistently conduct criminal background as well as reference checks. Increase visibility both inside and outside the Restaurant employees are often nomadic and yet restaurant. Keep front doors and windows clear of they are frequently allowed unlimited access to signs or window writing that could impede employees restaurant resources. This can be an open invitation from seeing suspicious persons outside. Landscaping to steal. Restaurants should have an honesty policy should be well-maintained to allow for maximum in place stating that any theft of money or resources visibility. Any foliage within four feet of walkways or is unacceptable. All employees should be required doors should be no more than three feet high. Trees to sign the restaurant’s honesty policy, stating should hang no lower than six feet over the ground. they understand what actions are unacceptable Keep both the inside and the outside of your business and that they agree to comply with the policy. well-lit at night for the safety of both employees and Recommendation: Assure applicants that lying on an law enforcement. Exterior motion-detector lights application will not get them the job. When the word are great impediments for those looking to engage gets out about your background check follow-through, in criminal activity during the night time hours. applicants with a criminal history of theft won’t bother Recommendation: Install speed bumps in various to apply. places in your parking lot to discourage high speed getaways. 4. Schedule security training for employees The key to robbery prevention is to continually assess current security procedures as well as current Restaurant managers have lots of available resources environments within each restaurant location, then to address security issues: crime-prevention immediately make any needed adjustments. videos, training session how-to’s, law enforcement presentations, security seminars, handouts, and

take-home literature. Employees should be About RLPSA Voice The dominosdfa.com / directed to never discuss sales volumes, disclose bank information, reveal alarm or safe codes, or divulge robbery prevention procedures with anyone. The Restaurant Loss Prevention and Security Reviews (quarterly, semi-annually, etc.) are vital to Association (RLPSA) is an exclusive community of all employee continued training programs. Some loss prevention professionals focused on helping its restaurants report monitoring security issues “several members minimize losses and reduce liabilities within times a day” to assure security procedures are being the restaurant and food industries. followed. These reviews and follow-ups send positive security messages to employees, eliminating potential opportunities for would-be thieves. Recommendation: As a member-run organization, we share information Regularly provide employee training that addresses about industry trends and connect a network of peers the punishment for engaging in criminal activity as who understand the unique challenges of the job, and well as the repercussions for “abetting” any criminal who collaborate to find the next best solution. We activity. DFA 41 create a forum for discussion and problem-solving so our members benefit from shared expertise. We provide professional development opportunities designed to meet the specific interests and concerns of restaurant and food industry professionals, and we advocate for regulations that will make our workplaces more safe and secure.

For more information on this organization, please feel free to contact me at [email protected].

Van Carney National Director of Safety, Security and Loss Prevention

Domino’s Safety and Loss Prevention Team

The Voice / dominosdfa.com TRAINING 44 DFA H training departments. departments. training whofranchisees to needed create is already mentoring fellow Training which Department, Plus the creation of aModel build • 1Legacy Reimages 5 • • 1Relocation • 1New build • Reduce total CCC by 50% in billable Reduction CCC • 99% weeks • 5Company record profit • 3Company weeks record • 29 Record weeks to ourops staff team include: office from doubling everything while absorbing 16 stores and head. highlights of our Some year the box idea that into pops my out of tirelessexecution of every of and coaches trainers for their have to thank my incredible team tremendoussome I progress. where we are now, there has been at back whereI look we to began turnaround inyear, the first when we accomplished acomplete for While us. process Ican’t say has quite been the learning doubling in size all at once. It hit our one year of anniversary I write this, we have about just Man, has it awild been year. As appy New Year again! once of Managers who simply could to pull the an on upgrade trigger hiring and training, we decided aslong we were going mad on 9 months As plus washouts. 15. That’s retained 30 MIT’s in ended the year at amanageable October, the number was 25. We By August, we needed 35 and in we benchmarked the current staff. towards the end of March after our current needs). was This we needed 45 new MITs (including the new stores, we determined counting. When we purchased Coach’s area, that’s you 6if are one central training in store each continue towards our goal of Trainingour best Managers and created 3training stores run by trained by them. have They Trainers hand-picked and hand- instead, by asmaller group of by 35 different Managers but Team NOT Members executed to consistent training of hourly to continue ourcommitment also created level store Trainers This 20 teamshifts. first has day is scriptedevery for the by day training program. Yes, dayand monitor our structured They execute also 4 weeks. first schedules of all new MITs for the of the assignments store and hasdepartment complete control 5. To ensure this, the training shift be readywho can by week hiring and development of MIT’s is focus the each. primary Their are responsible for 10 stores Trainers. Area These Trainers teams toArea theof position one Store Trainer our from store promoted Managers two and of Traininga Director who then address alittle bit. it We added have asked been Iwill so it about our continued improvement. I one has last This to crucial been By: DominicBenvenuti The TrainingRoom current who rookies Ididn’t think hadclass ten invitees including 3 are now Managers. Our second and graduated 9. those 9, Of 7 class had15 invitees first The can’t you hack it are dropped. by invitationonly. Plus,if you teach.It is module one week per week program, which Ipersonally overwhelmed. Iwrote aten- to needed rookies avoid being management skills these for teaching the advanced realized there was not aprogram for taking control of astore. I truly prepare Manager arookie this how about concern same to severalof you who were voicing was recently corresponding with Managers causing them to fail. I onwas a stress lot of putting new missing something and crucial this our Steps program was to Success Program. Iwas realizing that even ManagerAccelerated Assistant for stands Managers. AAMP accelerate training to place realization that we needed to AAMP. Itwas created after a our newest pilot program call In I wrote my lastarticle, about of thisintegral program. part to each new trainee are also an our Training and given Director creatednew training by books comprehensivehighlights. The to shoulder training would the be schedules and targeted shoulder 4 weeks, trainer control of MIT first program,Success structured programs. Astreamlined Steps to we did and all the neweverything way too many pages about writing has awild been year. Icould fill Managers. LikeAssistant Isaid, it 16 Managers of with these some company. We replaced atotal of level we needed to elevate the not would or not operate at the to invite in round one. It also running a food variance under As always, feedback is welcome included 2 from a neighboring .5%. and appreciated. franchisee who heard about 7. Labor Master… Personally, our the first class from graduates weakest area. and asked if they could send Train hard, fight easy! people. This class will graduate 8. Managing for profit… Breaks Dominic 9 by the time you read this with down breakeven, P&L’s and The Training Room 2 already slated for new stores. studies the general ledgers By: Dominic Benvenuti Round 3 begins in March. Please to maximize further profit understand, I wrote advanced opportunities beyond FL. trainings which did not exist. I am 9. HR… Guest taught by our HR still tweaking some content. It will people to protect us from lawsuits be ready to share around the end and to teach a full understanding of April. Here is the complete list of all HR issues… we never of classes taught at a Manager/ addressed this… until now! Supervisor level. 10. Time Management… How do 1. The Customer Experience… you get it all done and maintain This is what we used for a 50% a life… this has also never been CCC reduction. addressed until now. 2. Recruitment and staffing… The Holy Grail right? I will honor all requests to see it 3. Retention and Motivation… as soon as I can get these courses Much needed and linked right to into a useable format. Since I profits. wrote most of this from scratch, 4. Master Trainer… Linked to there are no manuals yet. Of retention. course, there is always an open invitation to come see the training Dominic Benvenuti 5. 5 Star operations… The only department for yourself anytime operational training as they must Vice President you wish… just reach out to me at Boston Pie, Inc. be strong to get invited. [email protected] [email protected]

6. Inventory Master… We are The Voice The dominosdfa.com /

DFA 45

The Voice / dominosdfa.com PRACTICES BEST 48 DFA W couple other math equations. and a rounding, forecasting, uses basic math. Ituses averages, remember is that the scheduler effectively.first thing The to not usingstill it, or not usingit scheduler again for anyone a couple of the of basics the to mightgo over pertinent be scheduler advice. Ithought it infranchisees my area ask about Recently, Ihave had acouple of our business. of concentrate other on aspects to sales, for but now, Iwant to sure of myself when comes it also. Idon’t want too to become of our national marketingideas likelooks they are copying some of,rid well “Papa John” and it happen. Papa John’s has gotten $5.99 to make special to try things arein They sales. even copying around their continuous slide and investing money into turning making movesHut has started thislong trend will continue. Pizza andstopping Idon’t know how mayit slowing be some, not but like is stopping. it Iwill admit, over lastyear, and doesn’t it seem both of them are up significantly and separateI am in two DMAs our significantchallenge.be most seems that sales continue not to Fortunately, is. it February so it for that, Iam but a procrastinator, is time probably theJanuary best for the of the rest year. Iknow, is timeit planto and make goals ith Super Bowl behind us, product timesset, this product allows fine the way they are.With the times in stores,my but they are lot a of modified the default values in the beginning. Ihave with the DPZdefault starting Irecommend for each product. value for how will it long take has already provided adefault the customer’s house. Domino’s the front counter delivered or to the customer. That may across be takes it long to get that order to takesit to take an order and how takes toproduct make. How long needs to know how each long know times from some you. It that. scheduler needs to The youhopefully are wondering just you might asking. be Well What informationit need, does usage. thetalk about insider’s ideal labor tocome the scheduler. Let’s just accurate when it is extremely “garbage in –garbage That out. have heard the expression old you provide is accurate. You thatvital the information that thatWith in mind though, is it averages for out you it to use. mix, thenvolume and product information to give salesyou scheduler takes just The past up to andhours look compile. available to us, would but take information This is outs. all carry the number of deliveries verses method of ordering and calculates research of sales, items made, math for all Italso us. does the is that all beauty does it the The By: Mike McDermott Excellence in2018 the carry out or bag the bag or out order up the carry then how takes it long to handle takesit to make the product, time of theorder time, long how much.It is taking the just total alittle, it am not but simplifying a basicjust math equation. I labor you would need. is This calculate the number of minutes the total times for order each to will system thenThe add up all of takes on transaction average. your to how see people each long stopwatch and out some timeof more time allotted. takeMaybe a dine or willout in need customers receiptcard there if is one. Carry all the sides, and grab the credit enough to up bag the order, get of time. period long Just short with deliveries, you will have a to the customer. When dealing how to long system get that order not least,but you need to tell the teams are doing right now. Last to get idea agood of what your for day a30 period run the report doing.stores are actually Maybe see whatto yourtimes report You up your on look can service walk require in orders more time. the slip up. and Phone orders need to is for put do those orders much time.Theonly thing you internet donot require orders the order into Pulse. Obviously, how takes it long enter to actually also needs to system know The up.set information is entered in menu times you will haveThis to put in. you to concentrate the on other for delivery. The actual amount customer how old the pizza is The last thing I would like to bring of time the driver takes on the when they get to the door. We up is the DFA Jostle site. I was road is calculated by Pulse as the have a good story to tell when hesitant to sign up at first. Not default setting. it comes to service for the most that I didn’t like the idea of it. I part. The customer needs to hear was a long time Domino’s talk it. We consistently beat Pizza member, so I kind of knew what All this information is all well Hut and Papa John’s on service. it was all about. I just figured and good, unless you don’t use Now that they are copying us I didn’t really have the time to it. It seems that there are a lot on price, we need to make sure jump through the hoops needed of stores that use the scheduler, our customers are aware of the to join. I finally joined, and I was but just schedule whatever they advantage we have on service. pleasantly surprised. There is a want anyway. Set an amount We are going to push our people lot of best practices, and ideas on over ideal that you will allot your to be super friendly, super better ways to do things within managers. Even if you just say energetic and super outgoing. We our stores. There is also a lot of they have to schedule 10 hours have to blow their socks off so information from the DFA partners less than what they are currently they have no choice but to come ranging from legal considerations scheduling. I have seen stores back. It just wouldn’t make sense to insurance, to make lines. I that are scheduling 50-80 hours for them to go anyplace else. would highly recommend checking over ideal. If that’s the case, just it out. I have gotten some really try 40 – 60 hours over ideal. You good ideas over the last couple still see improvement and you These ideas are not new, nor months. You can also share some can gradually keep cutting. Don’t are they revolutionary. They are of your ideas, or just use it as a expect to run ideal because that however, in my opinion important sounding board to discuss any is not reasonable. Your managers enough to be reminded of every issues you are having. have to make decisions based on once in awhile. I think it is the what is happening now, but also small things, added up over the The last few years have been what should happen in the next course of the customer experience really good. We are a very strong hour. A lot of times that next hour that make a huge difference in brand, with a financially healthy is not what they expect it to be. whether that customer will be one franchise body. Now that we are Last year for our three stores, we of your fans or just a customer in a position of strength, let’s ran a 17.4% labor including the that orders from you and also really take the bull by the horns manager’s salary. That put us at from the competition. We are and make this the year that we 1.5% over ideal labor and we ran trying to develop more fans. The become the best operators we can 86.4% DOT. I think that we can do beauty of this program is that be. Sales are cyclical. I am sure at better than that. We are focusing it really doesn’t cost anything. some point we may see a drop. I on maintaining service, but cutting There is some initial training, some am hoping that is a long way away, labor slightly. follow up, and maybe some small but let’s be the strongest we can be when that day in the distant I am also hoping to keep working rewards for desired behavior, but the rewards are big. Imagine, all future may arrive. We have the on the customer experience. momentum right now. Let’s Quick service is just one aspect of your customers are out being ambassadors for your store. That continue to choose “excellence” of that. We have been pushing in every decision we make. Let’s to have drivers be more aware is advertising that you cant even pay for. make this year even better than of how old their orders are. We 2017.

are training our people to tell the The Voice The dominosdfa.com /

Mike McDermott Franchisee: PA, FL DFA 49 The Voice / dominosdfa.com 50 DFA The Voice The dominosdfa.com /

DFA 51 The Voice / dominosdfa.com UPDATES Insurance is to report all claims that incidents or is to might report give to rise a item for you highesta couple priority of paragraphs. The as the insured. may it afew be only In sentences fact, or yourabout responsibilities section willThere ashorter be responsibilities. their whatabout the insurance company has to to do fulfill hundreds of the pages majority of pages. vast are The policy. is likeIf it is policies, really it possibly most long, Stop readingand go thisget your article insurance involving the insurance company. tempted and take yourself rather of care to it than try stomach. If it’s arelatively minor incident, you maybe time it, to use you have a sinking feeling in the of pit your You pay alot of money for insurance, when but comes it problems. Truth: big become quickly can things Small my on own.” things small to handle try claimand ina notturn to #1:better is “It Misconception while paying profitability millions claims.of dollars in additional insight into arecarriers how able to maintain the on itemsunderstanding below might give you one business from and to understanding another. An business owners, Ithink we all share the same respect No different than companymy or yourcompany. As company in that they too wish to make afair profit. Obviously, insurance companies are like any other insurance, and fearful. stressful less become can it frustrating!be some basicof If concepts we understand insurance,pizza delivery now Ican still attest canthat it I tofelt. After the 7 frustration living and breathingyears a former Domino’sAs franchisee, attest personally Ican create can understand anxiety. seem complex and dealing with things we don’t fully do. It’s easy to get with frustrated insurance. Itcan why insuranceunderstand companies dothe things they misconceptions I hear insuranceabout and help you I 52 DFA n this article, I wantn this article, to addresscommon 3 By: Jason Upton By: Jason About Insurance Misconceptions Common The reasonThe this is that whole business works model atpolicies all. whybecomes insurance companies are willing to write When you at that it look way, the question bigger 8 years. It takes in their longer you expenses. if factor claim, assuming nothing else happened during those the insurance company to break even paying on that claim. Itwould take 8years of premiums for $400,000 of your into gets drivers an auto accident resulting in a Let’s imagine that your annual One premium is $50,000. likely, your coverage limit is in excess of $1,000,000. obligated to pay in the event of amajor claim? Most $100,000? How much is the insurance company how much you do pay for insurance? $10,000? $50,000? Take works. the industry again; at your alook policy it! to Iused think In that fact, way before Ilearned how you’re paying more for insurance when you don’t use haveclaims not filed canseem in unfair It the past. that canseemstrong if especially misconception This you coverage. on limits higher or employees, more sales, as higher such exposure, by additional caused be Truth: may increases price may rates increase, While year!”#2: rates go up “My every Misconception thebe one to suffer theconsequences. will get of out hand and make things worse, and you may to handle aclaimnot try your on own. In many cases, it the claim in atimely manner. In other words, please do did not uphold your obligations and contractual report result in the claim being denied all together you because makeactually may it cases, things worse. In certain Your attempttake to care of the problem quietlycould could make more difficult it for them do to theirjob. their toclaim. a settle The more time ability that passes assumed that your Itis critical risk. youdo not hinder By issuing you apolicy, the insurance company has to resolve.cost on whattypically Theyclaims know stats the jurisdiction. with these things regularly. know They the laws in your made. Claims adjusters are skilled professionals who deal the claim even can without apayment closed be being claim, the the less claimSometimes, ends up costing. show the askilled faster adjuster begin working can the Why dothey have this requirement? statistics First, claim IMMEDIATELY. everyone shares in losses together; it is also the reason confusing, but insurance is a critical part of your business. your rates may go up even when you have no losses. Your Without insurance, one accident by a driver or one rate is based on your own claims experience and risk, customer slipping in the lobby could have you facing but general market conditions are also a factor. Pizza bankruptcy if you are not covered properly. With such delivery insurance is one of the highest risk sectors in consequences, I urge you to engage with your agent, insurance. It’s why only a few carriers will underwrite adjusters, auditors and overall make sure insurance is not such risk. Last year, at least 4 carriers underwriting pizza something that gets pushed to the bottom of the pile on delivery shut down their programs and non-renewed your desk. everyone. In addition, one worker’s comp carrier went into receivership. Make sure you give insurance the attention it deserves. Make sure you work with an agent who knows the If rates were based strictly on your own experience, you difference between trying to make a sale and doing couldn’t afford any insurance. If insurance companies had what is right by their customers. You need to have to correlate your risk and liability, your premiums would trust in your agent and insurance company. If you don’t cost an astronomical amount. Yes, it’s frustrating when trust your agent or insurance company, you’re probably your rates increase even though you didn’t have any experiencing the confusion and anxiety mentioned claims, but this is part of the reason your premium will above. When choosing an agent, integrity and expertise “only” increase 40% when you have a catastrophic claim. are especially important. You want someone who understands your business, the risks you face and how Misconception #3: “Insurance is really complicated. I to mitigate those risks. You also want someone who don’t want to think about it.” is going to look out for your best interest and have the hard conversations with you that will help protect your Truth: While insurance can be complicated, you risk business. hurting your business if you don’t give it the proper attention. You have probably heard that no one ever died saying they wish they had spent more time at work. It might When I was a franchisee, I thought this way too. also be said that no one hated their insurance company Domino’s tells me that I have to have insurance, so I’m when they were protected from a seven-figure claim. just going to buy something so I can get back to running From time to time, we all “hate” insurance, but we all glad my business and doing what I love. it is there when we need it. Yes, the policy is long. Yes, the coverages can seem

Jason Upton President

The Upton Group, LLC The Voice The dominosdfa.com /

DFA 53 The Voice / dominosdfa.com UPDATES HR/LEGAL 54 DFA least ayear, once and ideally more often. Use the training workor location. Training frequentshouldbe also – at environment. the trainingstore Consider conducting at a situations that tocompany’sare the specific work training program should tailored to be address realistic theSecond, company’s harassment and discrimination investigation. to a proper acomplaint workplace and conducting questions, reacting listening, askingopen-ended active should have sensitivities, trained with cross-cultural should lead by example. management All team members memberbehavior of the and management every team preach. should no tolerance There be for unprofessional what team they management practice and supervisory employersFirst, should ensure that their executive, organization. at the top and permeate level of every the start must you don’t because it even know it’s happening. Change harassment discrimination or and you aren’t addressing are that good of your some employees of are victims What this does mean for you and your business? Chances a formal charge. that 1in about only 10 workplace file harassment victims sector. organization in every Indeed, the EEOC estimates in the workplace continues be aproblem to in every while necessary, are not adequate.efforts, Harassment workplace harassment and discrimination.These for addressing responded with and policies practices issue. rights civil In the ensuing years, employers have harassment was recognized as a by the Supreme Court It’s more than been several since decades sexual tolerance and mutual respect. forefront of changing the workplace culture to of one longer and afford be instead,reactive to be at the must training ayear once will enough. be Employers no can Gone are the days where theall one-sizemandatory fits to harassment and discrimination in the workplace. Like not, or it employers rethink must their approach movement as we all witness acultural reckoning unfold. E mployers are the on front lines of the #MeToo By: Brook J. Carrol Shift? Paradigm Ready For The #metoo: You Are with dignity and respect. with dignity cannot treat their co-workers will not tolerate anyone who company the employees show to when warranted decisive action training. Finally, take swift and harassment scenarios during the and take more time to discuss training during information oftentailored to your work environment. Provide more it’s more training, more not legally required. Conduct outcomes. Vigilant employers will more, do even if minimum the law requires will lead to lawsuits and poor Waiting complaint a for doingand only the bare to act problematicbehaviorsorganizationalor shortfalls. complaint training to session the or addressnext next In sum, employers should vigilant. be Don’t wait for the attention from the warrantemployer. extra problems of circumstances to develop. types These are all situations thatcreate riskmore for interpersonal over employee are or well-being isolated geographically gender differences, who emphasize satisfaction customer cultural and language differences, significant or age organization.example, For with significant workforces areasreview of concern and special identify to their their employersFourth, shouldown conduct top-down andthoroughly. complaint is made, the employerit quickly should action easy for an employee to aconcern. raise And, when a address. Employersresources e-mail should make as it lineproviding in addition adedicatedto a human text concerns (and make sure is monitored). it Consider address toa dedicated which e-mail they send can theirfor employees concerns. Give employees to report Third, provide for multiplechannels communicationof employee, rather than feeling shame fear. or speaking up against mistreatmentcomfortable by afellow create aworkplace culture where fellow employees feel discrimination. Finally, training should encourage and behaviors left unaddressed often lead to harassment or Even comments. personal not “illegal,” if of these types making or disrespectful being subordinates, at yelling –such as supervisors “gateway so-called discuss conduct” internaland simplifying reporting. Training should also on encouraging Focus questions. using open-ended and as discussion aforum to encourage participation LLP in Westlake Village, CA Village, Westlake in LLP Clark*Everson, at Attorney J. Carroll Brook Mission: To better Franchisees, their families & relationships. Purpose: To exchange mutually beneficial information and self-educate with innovative programs and systems that have proven successful. The Domino’s Franchisee Forum welcomes any franchisee in the Domino’s System to attend their first meeting for free as long as they meet one or more of our three criteria for membership: 1. Have a minimum of ten stores open and operating. 2. Have a minimum weekly royalty sales for all stores of $100,000 average over any four-week period. 3. Are Franchisees of Domino’s Pizza and have been recommended by a current FORUM Member and whose application has been accepted by the FORUM Executive Committee. Please come to a meeting and get a member to sponsor your membership and you will not be disappointed with the high quality of our speakers. This winter’s meeting featured Jocko Willink, Former Navy SEAL, who’s “Extreme Leadership: How U.S. Navy Seals Lead and Win” details a leadership style and execution that creates winning/ successful teams. The best practices sharing will give you a big bang for your buck! Our sharing features best practices of superstar franchisee’s including: Glenn Mueller, Mack Patterson, Art Hurteau, Jason Shifflett, Mary Lynne Carraway, Greg Fox, Rob Scheiper, Greg Keller, Tareq Hishmeh, and Mike Orcutt. Each meeting also features a Next Generation and Operations Directors breakout where they have a chance to improve their critical job skills. The best ideas are always in the room! The DFA President, Ken Peebles is at every meeting with a legal team to keep us on our toes about the latest news that affects our lives. Also, we learn what lawsuits are out there and how to possibly avoid them. Tom Curtis, DPZ VP of Franchise Relations and Operations Innovation brings us the company buzz. Plus, a few members of the leadership at Domino’s for a deep dive into their jobs and lives. You will have time to meet with Tom and the DPZ superstars. Each evening has a social dinner and activities for members to further the day’s discussions.

Forum meetings are designed to include your family and high impact team members in settings that are special get away locations. You will have time to have snow fun at our winter meetings and the fall meetings explore the world, sharing best practices with Domino’s team members from around the world. Voice The dominosdfa.com /

We have been to Australia, Ireland & the United Kingdom, Japan, Hawaii, taken an Alaskan cruise and are planning to visit a European ski resort in the next few years! Our fall meeting will be in Napa Valley, California and we have some superstar speakers, best practices and there is a faith and pizza breakfast opportunity at every meeting. If you would like to come to a meeting please email Robin Hammons, Membership Director, robinhammons3@gmail. com.

DFA 55

THANK YOU FOR SERVING ON THE DFA BOARD OF DIRECTORS

Rob Jonas was instrumental in bringing the perspective of Franchisees with smaller store counts to the big picture in discussions regarding the direction of our Brand. Rob’s experience as an operator, coach and single store Franchisee gave critical insights and experience to his role as a DFA Board Member. You will be greatly missed!” Rob Jonas

WELCOME TO THE DFA BOARD OF DIRECTORS

Mary Lynne is a 75 store Franchisee and has been a part of the Brand for over 30 years leading Team Washington for the past 13 years. She has served on the Supply Chain Advisory Council, has been very active in DMA affairs, Vice President of the Forum and received 7 Gold Franny’s. Mary Lynne supports the Women’s Leadership Forum, and has been awarded the distinction of Domino’s Woman of the Year. Mary Lynne Carraway

Why do you choose to serve on the DFA Board?

“I First, I want to give support and grow in my own understanding of different issues and current topics at hand. Second, I want to be able to improve the relationship

between Franchisees and the corporation. We can do this by better understanding Voice The dominosdfa.com / difficult and unique issues, and then come to a point where we can negotiate with clear directives and agendas. I strongly believe that we as a system and group of Franchisees can work towards best solutions for the common good of all.” - Mary Lynne Carraway

DFA 57 The Voice / dominosdfa.com MEMBERSHIP 58 DFA H were being told by their Centers that a few of our Centers, Franchisees issues up in popping began quality an example,DFA. As when recent communications toolfor critical the importantly, has Jostle a become knowledge exchange. More and practices experiences, best other Franchisees shared about place togo-to communicate with Jostle is now the expectations. tellyou that both have exceeded Ican of these projects, a part tool: Intranet. Jostle Having been to roll our out new communications LasNational Meeting in Vegas and of the DFA were to a successful hold year,Last of the two top priorities 2018!in stores representedowned Domestic achieving at least 85% of Franchisee this by evenstrengthen further voice.one strong Please help me by the Franchise as forth put body concerns as well as suggestions will acknowledge and listen to the theseWith numbers, Corporate and Membership. participation continue improving with increased the DFA has ever had. We will is the highest Membership level owned stores in the This system. 83% of all Franchisee Domestic FranchiseesDomestic representing Membership levels of 63% of all for the DFA as we have achieved counts! 2017 also saw growth strong store and sales profits growth, strong You have achieved another year of Domino’s 2017! successful for avery congratulations to the Franchisees of appy New Year and by helping to better represent all DFA and the Franchisee community will positions helpand Director the representative.The new format 2 national at-large and a Forum 1-yearregion who will serve terms, appointed by each the from BODs West. We will also have 1Member of the 3regions- East, Central and representatives from 3 elected each our 2018 we will now elections, have being bymodel used Domino’s. With to realign our regions based the on planning session, the voted Board regions. our During recent 2018 nationally, as well as, within their the DFAto support both Members who volunteer their time and energy of Franchisees 15 consists BODs The of aBoard Directors. elect Advocacy. Our Franchisee Members and Corporate, also through but ourselves, thebetween Franchisees through improving communication to achieve that mission not just ofsuccess all Franchisees. We work DFAThe is committed to the as agame changer.itself and hasbest already begun to prove member, is Jostle of one the very advantages there are of being aDFA updates. Ibelieve that of the many multipleout communications and their suppliers, as well as, to send the issue both internally and with moving quickly toCorporate address Chain resulted This Centers. in conversations with the Supply thanmuch more so individual the Franchisees effective, was very voice of collective Corporate. The and communicate our findings to quickly isolate the trouble spots few We stores. were able to very issue than wasthe bigger quality a able to determine, in real-time, that case. Jostle, Through the DFA was hearing that or of it was it an isolated their issue wasthey the first were By: ChrisRowe Membership Letter prosperous 2018! Here’scom. to a chris@dominosdfa. reach to out meat anor application andcom complete www.dominosdfa. visit our website at yet joined, you can those who haven’t You are greatly appreciated. For the DFA. are and Members support would like to thank those of you who ensure your voices are heard. We topoised take the on challenges and and healthy we are Association, hard your on behalf. astrong With are committed continuingto to work haveMembers given to them and the our and trust responsibility DFA The respect and Board staff availablebecome to Members! more information as these programs finance legal.and Stay tuned for unit management, human resources, professional development, multi- range that of topics will include to provide training awide across newdriving and innovative ways DFA The Partnerships. will also be business through Vendor strong youron behalf and add value to your help drive communication, advocate will for ways looking not be only to 2018As begins to unfold, the DFA as well as, successes. know them and share your concerns, encourageI strongly you to get to you in anybusiness and way. support issues are that your are impacting they are also eager to learn what the their own organizations, busy but working people! Not within only hard are Members very Board of our community.aspects Our [email protected] 717-719-1333 Operations Director Chris Rowe The Voice The dominosdfa.com /

DFA 59 The Voice / dominosdfa.com 60 DFA [email protected] [email protected] 37 &AL VA, TN, in Stores AR, [email protected] 35 Stores MA, NH, ME 35 MA, Stores 513.886.2639 (office) 502.867.7087 (office) 502.867.7087 82 Stores in AZ &CA AZ in 82 Stores 704.905.9220 (cell) 704.905.9220 PeterD’Andrea 502.316.3456 (cell) 805.901.7407 (cell) [email protected] Tareq Hishmeh DFA Officer Board For complete Board Member bios, terms of service and election process, please log onto log dominosdfa.com. please process, election and of service terms bios, Member For Board complete John B. Glass 29 Stores in OH in 29 Stores DaveJenks Your DFA Board Members

M

S

E W [email protected] [email protected] 76 DC Washington in Stores idwest Mary LynneMary Carraway outh 210.657.4043(office) [email protected] DFA Treasurer Board 78 Stores in TX &TN 78 TX in Stores ast 512.844.4594 (cell)512.844.4594 703.780.7380 (office) 253.474.4831(office) DFA Board Vice Chair DFA Vice Board 13 Stores in Seattle in Stores 13 253.468.8557 (cell)253.468.8557 [email protected] 419.706.8571 (cell) DFA Officer Board est Alan Murph Mike Brown 20 OH in Stores Steve Gfell Steve C C C hapter hapter hapter C hapter [email protected] [email protected] [email protected] 501.753.4111 (office) 704.223.1440 (cell) 704.223.1440 [email protected] 432.570.1990(office) DFA Chairman Board Brent Medders Osman Qasim 432.967.3030 (cell) 417.353.1726 (cell) 51 NC in Stores 27 Stores inAR 26 MO in Stores 18 Stores in TX in 18 Stores Art Hurteau Art Jim Gerety Jim F orum R epresentatives

Mack Patterson Daniel Dain 44 Stores in NC 9 Stores in TX 704.516.8856 (cell) 361.438.7686 (cell) [email protected] [email protected] Your DFA Staff

Ken Peebles Chris Rowe Amy Villastrigo Andrea St. Amand Jamie Reams Chief Executive Officer Operations Director Operations Manager Office Administrator The Voice Editor & Designer 210.845.1072 ext. 1 (office) 717-719-1333 210.845.1072 ext. 2 (office) 210-845-1072 ext. 6 (office) 210.845.1072 ext. 4 (office) [email protected] [email protected] [email protected] [email protected] [email protected]

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DFA 61 The Voice / dominosdfa.com 62 DFA Chris Winton |972-581-8783 Principal FinancialGroup Trey Grimm|410-419-7107 Signature Financial Jeffrey Parker |339-293-6113 Priority Capital D. Scott Clarke |317-428-5145 First Franchise Capital Michelle Ternus |402-993-2569 Capital Source Paul Herrera |949-553-3452 Balboa Capital Tim Miller|941-809-7691 Pinnacle Commercial Capital Greg McNally|480-438-2712 Mike Orlov |551-227-1305 Bridge FundingGroup Angela C.Anderson |281-902-1972 Ascentium Capital LLC Matthew Goyette |603-501-0788 CIT Franchise Finance FINANCE &LENDING David Ely|810-227-3377 EDSS Energy ENERGY SAVINGS Arthur Rosen orTimRhode|800-630-1021 SFV-LLGC, LLC Jason Gnich|503-552-9079 Gnich Architecture Studio Christie Turner |877-267-7440 Corrigo Inc. TIES MANAGEMENT CONSTRUCTION &FACILI ShifrenGary |858-218-4646 ChemxWorks Philip Perry |859-312-4041 Ecolab /SSDC Marc Friend|513-701-2014 Cintas Corporation CLEANING PRODUCTS Ashley Allison|216-685-7088 Sterling Talent Solutions BACKGROUND CHECKS Marnie Feinour |800-237-0704 The Bottom Line(TBL) Michael Sassano|866-281-3950 Horne, LLP ACCOUNTING &TAX Vendor Partner Directory Log onto dominosdfa.com for the most current list of partners. of partners. list current for most the onto dominosdfa.com Log - Jay Ryan |884-847-7070 Technology RiskBand/Whereable Erica Carter |855-718-7760 Heritage Parts Magen Bybee |469-322-1906 Genesis Lighting West: Stephanie Somenek|480-797-4527 Southeast: Ryan Cochell|404-676-6093 Northeast: Jennifer Goodyear |410-330-4434 Midwest: LisaMayer |248-318-7630 Coca-Cola SUPPLIES &PRODUCTS Martin Hornek|877-780-8385 Streamline/DirecTV Stephanie Showich |248-249-0954 Sprint PHONE SERVICES CABLE, INTERNET, & Nick Roths |316-719-3722 XLT Ovens Jason Bireta Bireta &Larry |248-302-1199 Middleby Marshall Oven OVENS Christopher Wick|888-SMM-INTL SMM International Lauraliisa Gudgeon |972-663-1162 Ansira Engagement Marketing Tracy Morris|800-752-1017ext.1299 Plasticard-Locktech Intl (PLI) Eileen Bromwell |800-421-1684 Ross4Marketing MARKETING SERVICES Hagood Tighe|803-255-0000 Fisher &Phillips, LLP LABOR LAWYERS Tom Dimmer|517-381-422 Renaissance Dental Jeff Murphy |800-766-5677 MaSSCorp Bill Strout |910-217-4252 Intrepid Direct Insurance John Powter |800-473-8697 GDP Advisors Jason Upton |800-251-7407256-738-6752 My Domino’s Insurance (MDI) INSURANCE [BUSINESS] Robin Richert|618-203-9454 Paychex HUMAN RESOURCES Shawn Brunelle|978-423-0875 Wizardline Technologies Bryan Nichols|817-268-4040 BR Technologies Hightech Grafix/dpReporting Josh Cooper|512-473-0500 Eagle Eye Networks, Inc TECHNOLOGY Is yourIs company and visit the Vendor the visit and section Log ontoLog dominosdfa.com partnering with with partnering [email protected] for information about: for information interested in in interested 210-845-1072 ext. 2 ext. 210-845-1072 • • • the DFA?the Amy Villastrigo Amy Sponsorship Advertising Partnerships or contact or