Comment from Bodman, Michael

To whom this may concern, I am an independent McDonalds Owner/Operator in Michigan, where I own and operate 3 restaurants. I appreciate the opportunity to provide comments on the Department of Labors proposed rule on joint employer status under the Fair Labor Standards Act, the Family and Medical Leave Act, and the Migrant and Seasonal Agricultural Worker Protection Act. The DOLs proposed rule will help franchisees like me continue to succeed and to deliver value to our employees and communities. I encourage the DOL to adopt the proposed rule. As an independent local business owner, I employ approximately 210 people. I am solely responsible for all employment decisions in my restaurants, including hiring, wages, benefits, scheduling, supervision, and discipline. I bear the economic risks of my business and am accountable for its success. I became a McDonald's franchisee because I wanted to continue the legacy started by my family. As a 2nd generation owner/operator I am able to employee people that are learning life skills and learning how to work in a fast paced enviroment. These soft skills can take them anywhere. I am a proud 1 in 8 Employee starting as a crew person and working my way through the ranks of managerment to become an Owner/Operator.. Owning and operating my own business is one of my proudest accomplishments, and it is something I do not take for granted. My restaurants provide important job opportunities in my community, often for individuals entering the workforce for the first time. I am also proud to support my community through being a board member of our local Ronald McDonald House in northwest Ohio, mentoring youth in the community and supporting the local Boys and Girls Club and Salvation Army.. The proposed rule provides important clarity by recognizing how franchise businesses actually operate. While I operate independently, McDonalds USA provides valuable support, such as training, technology, and operational resources, that helps me run my business more effectively. This support does not involve control over my employment decisions, and the proposed rule appropriately reflects that distinction. I independently determine the compensation and benefits I offer my employees. We off many benefits to our empolyees. Free meals when they work Employee only discounts when not working Flexiable scheduling options Archways to oporrtunity Tuition reimbursments Paid sick time and Time off benefits Free uniforms and reduced slip resistant shoes 401k programs. I take pride in providing competitive opportunities tailored to my community. In addition to direct compensation, working in my restaurant(s) provides employees with valuable skills and experiences that benefit them throughout their careers, regardless of whether they work in the restaurant industry or elsewhere. Through Archways we offer $2,500 in tuition reimbursment to our hourly employees yearly. We also offer totally free tuition though our partnership with CTU. I have had 4 people actually graduate from CTU with no tuition bills ever. We have had many take advantage of the Archways tuition for local schools and online schools. I average about 20 participants a year in this program for my three stores. I have also had two people use the High School diploma program that is also part of the Archways program.. To be clear, McDonalds USA does not hire or fire my employees, set wages or benefits, manage schedules, or supervise my team. My employees report to me and my management team, and we are responsible for their day-to-day experience. The proposed rule accurately reflects this reality. I urge the Department to finalize the proposed rule to ensure clarity and consistency for independent business owners like me, and to support the employees and communities we serve. Thank you for your consideration. Sincerely, Michael Bodman Jenell Corporation your organization address