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Posted

What are you guys using as lubrication between the abutment shims and the caliper bracket.  I live in the rust belt and the main cause of premature brake pad wear here is frozen pads.  I was using a cold galvanize corrosion inhibitor spray but it didn't work well at all(maybe a year).  Now I'm using green grease, and it has been working better but I'm starting to see cars coming back with sticking pads after like 2 years.  MOPAR 04796269 works really well but it costs more then caviar.  Just curious if there is something affordable out there that won't have me reaching for the file every brake job.

Posted

I do use sil-glyde on all the rubber parts but wanted something a little more robust for the metal parts that trap salt water and corrode.  I'm looking at Jet-Lube Marine Moly 65005 or MolyKote 3400A.

Posted

Thanks for the replies.  I just ordered some Pastelube 2400 from gwrauto.com  and he's throwing in some Ceramlube 2800, which the Permatex stuff is based on.  

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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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