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Posted

Part of our marketing is attendance to various car shows in the area, as we are a high performance shop. Basically we just display our personal cars and sometimes, customers' car (with permission, of course) and answer questions. Usually it is for 3-4 hours on the weekends, after regular work hours. For several of the guys, it is no problem, but we have 1 hourly employee. He likes to go and usually takes one of my extra car, but i am worried about the labor laws and insurance. Before I rack up hours with a labor law attorney, I wanted to canvas the membership here for information.

Posted

Due to different state labor laws I suggest consulting your attorney and/or accountant. If there is a State labor office, you can contact them too. I would not want to give you wrong advise.

 

Not asking for legal advice. Just how you would handle it. Thanks.

Posted

Do you need him there? Are you paying yourself to go? If you don't need him there, let him have the choice to attend but let him know there is no monetary value in it for him. If he is like most people, he may just go to "hang out" with others at the show. If he doesn't want to be there unless you are paying him to be there, would it really benefit you to have him there if there is no enthusiasm?

Posted

Do you need him there? Are you paying yourself to go? If you don't need him there, let him have the choice to attend but let him know there is no monetary value in it for him. If he is like most people, he may just go to "hang out" with others at the show. If he doesn't want to be there unless you are paying him to be there, would it really benefit you to have him there if there is no enthusiasm?

 

That is exactly the case at this time. He can refuse to go, but he is a real car guy and brings his girl friend with him. He likes to talk to people and do a pretty good job of selling. But then that could be a problem since he is at that point, working. I was thinking of giving him comp time, but we pay him on a commission plus base and he needs to work. My young partners think I am over reacting, but I have had issues like this with real marketing people in a health care business. Appreciate the input.

 

I really have learned a lot on this forum.

 

Thanks.

  • 2 weeks later...

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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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