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Posted

Hey guys and gals (if i'm not the only gal on here lol)!

I have a questions for the other shop owners or estimators on the forum. Lately i've been dealing with a lot of headaches from insurance companies dragging their feet because we are not a "preferred" shop on their network. This one in particular that i'm dealing with is just driving me nuts. Breakdown of the ordeal: Customer dropped off their vehicle on 2/11/17 which was a Saturday. I called their insurance to notify them of the drop off the same day. Got ahold of someone on the 14th on when they could send someone out to inspect. Was instructed to write up my own estimate and take photos and submit it to their claim email and that because we are not a "preferred" shop, it could take 7-10 days for review. That was completed the same day (14th). I've followed up with them on the 16th to confirm the estimate and photos were received. Adjuster said that it didnt look like it was so I forwarded it over to her. I sent photos via a google drive link that allows others to view the photos. She said she was having issues so I just sent them as attachments. Finally worked for her and said it was forwarded to the person set to review... this was on the 16th. Yesterday, I emailed to check for status and was told that the person reviewing cannot see the pictures. This had me fuming. WHY was I not contacted back on the 16th or the 17th stating that? Why did I only hear it when I reached out. I resent photos, adjuster confirmed she received them and had forwarded them over again. Hours later asked if she had a confirmation that the reviewer was able to view and received a "well she hasnt contacted me back so that would mean that there isnt any issue..." if thats the truth then did she not send an email back on the 16th saying she couldnt view them? And if she did, why did I only find out on the 23rd when I reached out??!! I emailed a lengthy stern email requesting the reviewers info and the adjusters supervisors info... here we are 22 hours later, no reply. So after all that.... i'm afraid that it will still take another 7-10 days to review and another 7-10 for payment. My question here is, am I entitled to any storage fees because of their lack of concern and being put on the back burner because we arent a DRP shop of theirs? The customer is very patient but I am not. Especially when I hear the insurance adjuster straight out tell me, "oh you arent our preferred shop? its going to take longer then"... talk about steering tactics. Anyone have any words of wisdom on what I can do at this point? Am I in the right to request storage? Is there any law that I can cite to make them straighten up? I am in southern California if that helps. Thanks in advance!!!

Posted

As a frequent autobody shop user (just a few panels short of all 4 sides and tops), I've sought out non-DRP shops.   I did this because I wanted someone on my side and that someone was not going to be my insurance company.  I guess, this boils down to whether or not your customers are educated about DRP and in my experience, most are not.  I'd sell them on the advantages, and enlist the customer on your side and then wait.  The fact that the insurance company is immediately making it harder not to use their preferred vendor will convince many customers to choose a different shop as some will not want the aggravation.  Keep the customer apprised of the status and let them help with beating up the insurance company.   My insurer, State Farm, is only a day or two extra once the work starts and less than a week for the initial work.    Of course, they are johnny on the spot, if your customer is owed towing.   Some are worse than others. 

I'd ask why are you fighting it?  I've seen some shops really embrace and promote their independence, but they have to have customer buy-in.  It's their standard way of steering work to preferred shop so that they can reduce their costs.   It's in their best interest for you to be mad and they hope the customer is only mad at your for not being a preferred shop.   Again, prep the customer for the lies to be told by the insurance company and they'll call BS on the them for you.    I think (guess) that non-DRP shops mostly provide better repairs because they have better cost recovery methods vs insurance cost controls slammed down the DRP shops.   I remember reading that @Marksas has a body shop and he can give you better advice.

Posted

@Chucks Creations Autobody

My answer is a bit unorthodox but it will give you a bit better understanding of the dispute resolution process.

Take the Jurisdictionary.com course, through it you will learn how claims are resolved in court. You will understand how to make decision based on facts and evidence, and how the legal process works.

With this information, you will be able to see how the insurance company people may be giving you the run around for their own benefit, and what they may have against your customer in evidence that may get them off the hook from paying the claim.

Savvy insurance adjusters know how to push the boundaries and what tricks they can use to get away with paying the minimum amount possible, and even avoiding liability if they can help it.

Posted

We deal with this quite frequently. We are a DRP for various carriers but we are also not afraid to kick them to the curb if they don't want to play fair. We would not let any one of them add up to more than 15% of our sales. Fortunately most of our bodyshop customers are a result of of Mechanic shop where we already have a relationship with the customer so there is already a level of trust and we have a longstanding great reputation in the community we serve. We educate the customer on the carefully worded word tracks used by the carrier. These word tracks are done in such a way as to attempt to create doubt in the consumers mind about the shop they chose for their repairs if you are not a "preferred" shop. Once we have done that the customer is on guard for the insurer's tactics and is soon as the hear them they know what to do to shut it down. The best thing I have found is to use email and CC the customer in all correspondence. We will also let the carrier know in the body of the email that we have included the customer as to keep them apprised of all aspects of the repair process. From that point forward the delays are not our problem because we did not choose the carrier. The customer will be on your side, especially if they can see the email, look at pictures and open any attachments. The customer is rarely ever upset with us because of delays and it changes how most Carriers handle the claim, especially if they are an insured. 

This problem is no doubt getting worse and worse with carriers using third party estimate audit services, video estimates and more and more used parts thus slowing the repair process down while increasing our administrative burden. We just document all contact and have no problem holding a car till payment is secured even if it means sitting on the car for a week after repairs are completed.

When it comes to a carrier actually succeeding in convincing a customer to move the car to another repair shop, you can get very creative in storage, vehicle preservation fees, admin fees and whatever else you creatively can come u with to make it very expensive for them to move the car. In some cases you make more than you would have if you actually repair the vehicle.  I realize you are in CA so the laws are different as to what you can and cannot do.  

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  • 2 weeks later...
Posted

Nothing wakes up insurance companies like storage charges. Day 1 starts right after it was dropped off. We don't do body work but we store cars here all the time. Easiest money ever. I'm not sure if you can charge if you do the work, check with a neighbor. 

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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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