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The ongoing "special session" of the Virginia legislature can best be described as "the inmates are in charge of the asylum."  A couple of weeks ago HB5130  was introduced as follows:

following the declaration by the Governor of a state of emergency pursuant to § 44-146.17 that includes or is followed by any additional executive order in furtherance of such declaration that includes a stay at home or shelter in place order, employers shall (i) compensate its essential workers at a rate not less than one and one-half times the employee's regular rate of pay for any hours worked during the closure order.

We were originally overjoyed that our trade was considered essential, but this bill, if passed could be the death knell for business as we know it. I responded to our legislators with this:

 

I strongly urge you to vote AGAINST HB5130.

My family and I own and operate a business defined as essential during the pandemic.  For six months we have struggled to keep our trained, experienced staff employed and paid in an uncertain market.  Labor is the largest expense we incur and every labor dollar paid to the employee costs $1.25 when you account for additional expenses for taxes, insurance, etc.  Employers can not absorb increases in labor costs and survive, rather, they pass them on to the consumer, but the consumer has no one to pass these costs to.  Instead, at some point they stop purchasing goods and services that have been priced out of their reach. The essential employees that this bill hopes to help could soon find themselves unemployed in a market that can no longer afford their services.

Researching the background of the eight sponsors for this bill (all D), I found that it doesn't appear that any of them has ever held a real job, much less owned and operated a business with employees.  Almost all of them began their political ascent by first being elected to local school boards, then city council and on to state legislature.  I am guilty of never having paid much attention to school board races because my kids have long since been grown up and gainfully employed.  Believe me, I will research future races and eye each candidate as a potential legislator and beyond.

If any of you live in Virginia, I urge you to contact our legislators and tell them how you feel about this  Here are key email addresses:

[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]

Thanks,

Mark Anderton

First Landing Autocare

Virginia Beach

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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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