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We have used unifirst since we opened in 2001. The only issue I've had is with the price increases. I've avoided significant increases by stating in my contract that there should be no increases during the contract term, also no automatic renewals. We use them for our pants, shorts, mop heads, and shop rags. I purchase dri fit shirts from queensboro.com and my employees are responsible for washing their own shirts.

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I agree with "editing" the contract. If they don't like it, tell them you will wait a week for the next uniform company to stop buy with a better quote.

We have a great Unifirst driver !!!  Tim from So Cal takes care of us.

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Im with unifirst, have been for about a year, bill is still the same. Drivers do change but they have been good about seeking out where they need to drop uniforms and pick up rags etc. I cant complain. It was amazing how much cintas got there bill up to by the time we ended with them. These are on my review every 2 year list to make sure I get the best deal and can plan ahead for changes when renewals are up or seek the quotes to negotiate the new term. Sales men will give away make up charges and embroidery cost to get you to sign on. I needed new polos for the front counter personel, after alot of review I found my best option was to lease these, it costs $1.65 per week per employee for 5 polos, great material, and get replacements if they become damaged. These end up saving me about $40.00 per person over a 2 year life span with polo shirts and honestly I get a better product from the unifirst shirts than what I would want to pay up front for. 

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  • 4 weeks later...

I bought our own washer and drier, rags from Amazon and Redkap uniforms embroidered. I spent about $1500 for all of that while Cintas charged $6,000 a year for nasty rags and recycled uniforms. Auto repair isn't nearly as greasy as it used to be so think about doing it yourself. That's a new car payment every month. Our Cintas guy gets a vacation about every six weeks. When was your last one?

One of my mechanics tried having his own shop and had Unifirst.  When it didn't work out they sued him until he had to file bankruptcy. Think about that too.

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  • 7 months later...

I received a great price on uniforms, custom floor mats, shop rags, and a bathroom freshener that's a lifesaver! Five year term, all they would do because the 'National' pricing we get as part of a franchise group. So far so good. I grew tired of the inconsistent look of having my team do their own laundry and the costs of buying uniforms really wasn't saving me that much money or time. 

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  • 2 weeks later...
  • 2 weeks later...
1 hour ago, Andrew Cutler said:

May be different in your area, but this was our experience with UniFirst: abysmal

We have had nothing but a good experience since we got it up and going. Had some difficulties at first, Salesman messed up and then quit and had to wait for another sales man to be hired and trained, but other than that been doing well. We have had them for about 6 months now and they have been the same price every week. Since we are a Goodyear dealer I have a great price. Only drawback was we had to sign a 5 year contract to get the Goodyear account. the only increase they can make is a 5% per year. Drivers have been great to work with but once again it has only been 6 months.

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  • Have you checked out Joe's Latest Blog?

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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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