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Posted

Hello all,

We were recently servicing a vehicle for brake work due to low pedal depression. Vehicle presented with brake pads metal to metal, scored rotors, and 2 seized calipers as well as water in the brake fluid lines.

After replacing the pads, rotors, calipers,  and purging the lines, there was still depression noted. We recommended replacing the brake master cylinder. Customer agreed and part was ordered from the dealer. After installation and purging the lines several times, it appeared slightly better though depression in the pedal was still present. We advised the customer that more time was needed with the vehicle and insisted on taking the vehicle as is cause "we did not know what we were doing". Vehicle was at the shop for about 2-3 days. Payment was made so we could no longer hold the vehicle.

Come to find out, the customer is now suing for the amount of repairs though they are justified as the parts were in need of replacement (we still have the old parts). 

Any suggestions as to how to proceed? 

Thanks for your thoughts and input in advance.

 

- Nick 

Posted

I'd refund to the customer the amount of the master cylinder replacement, and re-explain that the pads, rotors and calipers obviously needed to be replaced. If he's already filed in small claims court and won't drop the action after the refund, then it's a judgement call on your part if you'd rather refund the rest of the repair or go to small claims court and take your chances. I'd probably base the decision on the customers attitude after offering the refund and explanation. If you have pics of the metal to metal rotors, and reasonable evidence of sticky calipers, I wouldn't be afraid of the small claims court...but do you want to take the time to mess with it or just be done with the situation and move on. Hopefully, you compared the soft pedal to a like vehicle to make sure you actually had a problem or was it just customer perception. Did the vehicle lock up the brakes on a hard stop even though the pedal felt soft?

Posted

Hello all,

 

Thanks for the response. Yes, ironically it was a Ford vehicle. Yes, prior to servicing the pedal was soft. Customer did not give us the opprotunity to fully complete repair or work things out. We were served with papers only. No complaints filed (ie bbb) or negative reviews left online. 

 

-Nick 

  • 1 month later...
Posted

Sometimes small claims is bad for you. The local judge is trained to be on the consumers side. Consumer paid for repair, car still broke, you are a thief that stole their money. That's how it works in my town I'm happy never to set foot in that circus again. I'd try to reason with the customer and maybe give back the mc money you may come out ahead with losing a little. 

  • 9 months later...
Posted

I would fight in on principle alone. You did a thorough job of going through the process. It can feel like a no win situation but there's a silver lining in there somewhere. Did another shop fix the issue they deprived you of fixing? You should not have to have the old parts to prove what you did fixed a needed safety repair in my opinion. If that is what we're coming to then I would think we'd be best served to simply ALWAYS return all non-core parts that are R&R'd. 

Posted

Question. Did you change the brake booster along with the other components? It’s standard at our if the master cylinder needs replacing then we automatically change out the booster also. 

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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.
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      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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