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16 hours ago, TTP said:

Do you charge for your time researching and finding obsolete part for the job? 

The reason I ask is we come across this issue working on older vehicles. That needs an OEM that is made anymore. It takes time sometimes hours to find that particular part. Should the shop absorb this cost for research or pass it on to the customer? 

Yes, but it depends.   If you set the expectation that it will be a T&M's job, then you just add in the time.    Otherwise, you have to ask for more time, add it into the part estimate or eat it.   I struggle with getting paid for all of my time and we're doing our best to not let this happen.   As someone said last week, in another forum, don't let their problems become your problems.   Offer to solve their problems for this many $'s or move on.  

A lot of shops refuse to work on anything older than 20 years for this reason alone.   Heck, we're working on a < 20 yr old, 07 4Runner, and were having a hard tracking down a suspension bolt.   I had to make a 20 mile drive for another purpose and decided to do that today to pick up a bolt at a dealer along the route.  I get there an it was not in stock.   Now, it showed in stock there by my normal Toyota dealer, so we went for it.  Shame on me for not calling ahead.  Finally found one at a Lexus dealer.    I didn't charge for this trip, but we doubled his bill due after finding multiple cross threaded bolts such as this one.   Even still, we should have billed more.     

But, we have a beautiful '70 Chevelle SS that we're working on and for this one, we're charging Time and Materials, but also at $30/hr more.   We have a higher labor rate for Classic cars.   I also have a 68 Chevelle here too.  Sigh.  Love them and hate them.  If we work on these, we "try" to limit them to 1 at a time.    For these types of cars, you have to charge more because they nibble minutes daily until their gone. 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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