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Posted

Just over the wire today is all nys inspection stations will be required to test window tint as part of the inspection starting Jan 1. Anything blocking more than 30% light fails. More equipment to buy, more time, not to mention how does the average shop deal with removing window tint? I'm not opposed to keeping police safe from thugs with limo tint on the drivers window but I feel that's the police's job not the "safety/emissions" inspector.

  • Like 1
Posted

we have had to measure tint for a long time here in MD. Anything below 35% has to go.. removal is messy but not to bad.. just pull off the film and use a solution of dish soap and water saturate the window let it sit for a few minutes keeping it very wet . With a razor blade remove the glue comes off pretty easily this way.(I use a plastic blade for the rear window and am very gentle over the defroster). After all the glue is activated with a soap solution so removal is the same.. just be careful around the defrost lines in the rear glass. As far as the equipment I recall it not being to expensive two hand held monitors one on each side of the glass very simple takes half a second to do. I usually charge an hours labor to remove all the tint. Here in Md. all AS3 windows can have tint in fact they can be blacked out, you only find this on suv's .

Posted

In NC we have to check aftermarket tinting also. It is the first item we check. If it is too dark, we inform the customer and let the customer deal with taking it off. Most of the time we send them to a local stereo shop that does a good job tinting for removal.

Posted

Been there, done that. Be prepared for angry customers and learn how to handle them. We do not offer removing the window tinting... in the past we have had customers accuse use of "scratching" the glass, leaving the adhesive behind, etc... Not worth the labor we charged.

 

Follow the law regardless of the outcome of loosing a customer.

Posted

We actually install and remove window film. We use a chemical that helps dissolve the adhesive left behind after removal of window film. You should be aware though that some film does not come off in one sheet and will crumble/break as you are removing it. This extends the time to remove the film by HOURS. We let customers know when this happens as you can tell almost immediately and charge appropriately.....

Posted

Yeah, saw this when they passed the law back in June, took Cuomo this long to sign it. We only need to check the front two windows and the windshield, which means we need a two piece unit. Just started shopping for them. Looks like there are only a few available.

 

For you guys that have had to do this for a while, any suggestions on what measurement tool to buy, or maybe better, which one to avoid? So far the state hasn't issued any equipment guidelines, just the spec (at least 70% light transmittance), which has been the regulation for ages, just not enforced by Inspection stations. The vast majority of cars won't need to be checked as you can visually see they don't have tint, so I don't see the tool being used very often. you just need it when you need it.

 

Since I already loose about $10 for each inspection we do how many do we need to do to make up for the $200 tool I need to buy :rolleyes:

Posted

Unbelievable we are suppose to perform this law with no increase in fees but that is Albany. Buy a cheap tester so you can show it to the inspector & carry on.

Charge for removal to the few cars we see with dark tint & recoup the cost.

Dave

  • Like 1
  • 2 weeks later...
  • 3 weeks later...
Posted

Unbelievably the first inspection of this year the car had dark tint that would not pass the meter test.

I called the customer & she said the police had told her the same. I charged $150.00 to remove all side window tint.

We needed to razor blade the sticky glue off, it took about 2 hours total. Not a bad job but I will charge more next time.

Dave

  • 2 months later...
  • 3 months later...

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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