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Posted

New member here seeking advice. How does everyone handle a warranty issues with your techs? Do you pay them warranty time via alldata? Don't pay them at all? If a part fails, then the supplier covers the parts and depending on the supplier, sometimes labor. Do you make up the difference to the tech? Or is the techs responsibility and duty not to ask for the warranty pay? Any suggestions would help. Thanks in advance



Posted

Pretty simple really. If it's the tech's fault, he works for free. If it's not his fault, he's paid to redo the job at regulars hours. We offer a 24 mi/24 mo parts and labor warranty. Other than dealer oem parts we make our suppliers pay for parts and labor [at 75% labor rate] within that period.

Posted

Pretty simple really. If it's the tech's fault, he works for free. If it's not his fault, he's paid to redo the job at regulars hours. We offer a 24 mi/24 mo parts and labor warranty. Other than dealer oem parts we make our suppliers pay for parts and labor [at 75% labor rate] within that period.

How the heck are you getting your parts supplier to pay 75% of labor rate?

Posted

Develop the relationship. We don't jump around and buy parts from multiple suppliers. We use our first call supplier [10k per mo] for everything unless we absolutely have to go elsewhere. He knows this and responds accordingly. We average about 2 labor claims a month with him. I have another supplier [2k per mo] that we use that supposedly doesn't pay labor claims. If we have one with him [once a year] and he balks, I just tell him that I'll instruct my guys to cease doing business with them immediately. It works.

Posted

Some are Sonsio. The others, I don't know if the manufacturer or my supplier is paying. Doesn't matter to me as long as I get a credit. My point of view is I don't buy from the manufacturer, I buy from my supplier. How he gets it handled is his problem.

Posted

That's an amazing service your parts supplier provides. I do 40k plus/month with Carquest, and they pay us $45/hour labor on warranty parts replacement inside of six months. It's almost not worth the effort when it happens(making a phone call, faxing/emailing previous/current invoices). I think it's time to have a conversation with my rep, though I'm not crossing my fingers. Does anyone else have similar warranty terms with their parts suppliers as tyrguy?

Posted

Pretty simple really. If it's the tech's fault, he works for free. If it's not his fault, he's paid to redo the job at regulars hours. We offer a 24 mi/24 mo parts and labor warranty. Other than dealer oem parts we make our suppliers pay for parts and labor [at 75% labor rate] within that period.

 

Same. You should never make a tech install a failed part again for free.

 

Auto zone pays 100% labor claims if you do at least 1000 WK with them

 

Didn't know that. Although, we do not buy much from AZ at all.

 

I'd like to see a summarized list of each supplier and what their labor claim policy is. For my part, I know WorldPac pays zero labor. Same with NAPA.

Posted

100% labor rate?

No one pays 100%. But if you get more per hour labor reimbursement on a claim than what your Tech was paid you're covered - where I feel it gets tricky is if the 2 hour job at full labor rate is now being paid at 75% at 4 hours. You're never money ahead, though, because of lost opportunity on a job paying positively. Looking at it from a doing what's right for the customer and what will it take to get them satisfied and returning for another service visit is the perspective view.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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