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Hope everyone is having good week with great sales. I am in the process of renegotiating my employee’s uniform contract. It is sorta the same old thing start low then get higher. Could I get some feedback on how you guys are handling this. I have looked at buying uni’s for my guys. In my area it is expensive and they do not want to update my guys. Just lchecking some ideas . Thanks guys. David
I just felt I had a reason to tell this story if it helps 1 person in here. I was a frequent user of Auto shop Owner 2 years ago, I have been absent for a while dealing with another issue for the first time in my 40 years. I have been in the situation with a 16-year assistant manager who I would have trusted with my last dollar. I thought i ran a pretty tight organization, I am fortunate enough to have a brother who spent 25 years in the business do a lot of the hard CPA type stuff and works very closely with our CPA. Anyway, some issues came up on Quickbooks at the year-end my CPA was not ok with. He called my brother and looked at some of the data issues, my brother in turned told me we need to come back up here tonight and look at a few things. After doing audits for 1 year, long story short my trusted employee thought he had figured out a way to beat the system until it all collapsed on him. It has been the most trying 1.5 years of my life. After a 1 year investigation, they arrested him last week, 2 felony counts with more to come. Trusted employee, friend, church-going guy. Not a drinker or druggie, Law Enforcement says it is a disease, guys it is rampant in today's business world. What are people thinking today, the computer will catch you. If I could prevent just 1 guy from going through this it is worth my time to write this. It is hard to catch a guy that you trust like family, in a way it was bittersweet although the scheme and coverup is what just gets in my craw. I was not my computer program " Quickbooks" or anything like that it was just a good guy who turned bad. I beg you guys to watch everything and run the business like a big corporation. As we all know and here the trusting guy or gal is always the one to get you. It happened to me, we turning the page now. See ya
We currently pay our techs by the hour until business starts to pick up on mechanic jobs. Techs normally get a 1 hr lunch break (no paid). However, we have noticed that techs are leaving early and showing up late. As an off site owner, I find it difficult to keep track of hours, and would not like to pay for hours techs are not there. We have tried to use the honor system; however, may times techs are "forgetting" to note time in an out on the calendar.
Any suggestions? Do you use an electronic clocking in an out system? Have the manager in charge do it?
Thanks in advance for your thoughts and opinions.
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We've been looking for a new tech to help us grow recently and a topic that's come up for us is a minimum hour or weekly guarantee. I don't mind doing this at all, as I want pur techs to earn a fair and living wage. Honestly as far as I'm concerned I'd love for them to take 50% of the hourly rate including taxes - we want our employees happy and financially we'll. But I also want to be financially well, I'm concerned if I give a tech a minimum guarantee I may have productivity issues. In the same respect I'm not sure if it's acceptable to put a statement saying the minimum only applies to weeks when X amount of hours is not available or something similar. Any input?
Thanks in advance!
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