Quantcast
Jump to content

Time off for that New Baby

bantar

By bantar
in Human Resources, Employees

 Share

Recommended Posts

bantar Community Regular

bantar

Posted
Posted

I was approached by my new (starting his 3rd month here), junior Service Advisor, who's having his 1st baby in the next 1-3 weeks.   His question was "How are we going to be handling the pay during my time off for my baby delivery?"  I asked, "How many days off are you wanting to take off?"    Now, before I say any more, what would you say is a reasonable amount of time off for such a request?

I figured he'd be asking for 3-5 business days off (more or less a week).   He responded:  "4 weeks".    I stared at him for a minute and then said, well, it will be an unpaid leave.   He then said, "Well, I'm going to have to find another job!"   I said "OK". 

Later, we passed each other, and he mentioned that FMLA Leave is 12 weeks and that he's doing me a favor by only requesting 4.   I then let him know that 1 week was what I had expected and was the norm.    Then, he said, it's no longer 1959.  LOL  As they say, you learn something new everyday.   Yesterday, I learned a lot about Entitlement.    I also offered him a 2nd week off unpaid, which he cannot afford.   BTW, this kid is walking a tightrope.   If we can break this horse, he'll will excel, but he's dangerously close to breaking himself and will be put out to pasture.   His heart is in the right place, and he has tremendous potential, but his problem solving skills & approach are dead wrong.   I used to suffer from his same abruptness, so I'm a bit more forgiving than I should be.   But there's a limit. 

Now, in fairness, I knew he had a baby on the way when we hired him and of course, we would support him in his great family event.    During that conversation, I did not yet understand Entitlement.   We were speaking of two completely different things with the same name.   Had he said 4 weeks in the interview, we would have stopped there.

Ignoring my employee difficulty, which will be resolved one way or another.....     Is anyone else seeing this new workplace phenomenon - Entitlement? 

 

  • Like 1
dstremski Rookie

dstremski

Posted
Posted

In my opinion for a male (last I understood male's don't actually have the baby) one week is generous. I understand as hard as it is to cultivate solid employees having more give then in the past I am also guilty. Though I'm finding same tried principles to be true, when I make exceptions , bend over backwards etc... it only seems to raise the expectation for the next issue. I have always operated as employment being a 2-way street. I take care of my employees and in return my employee does his part for the company. Review FMLA and I think you will find this 3 month employee does not qualify. I enjoy your posts and would suggest you may not be able to "break that horse" before he causes discourse among other employees. It may be time to put him out to pasture. Of course then he collects unemployment and gets a maternity leave.

Best of luck 

 

 

  • Like 1
bantar Community Regular

bantar

Posted
  • Author
Posted
1 hour ago, dstremski said:

I enjoy your posts and would suggest you may not be able to "break that horse" before he causes discourse among other employees. It may be time to put him out to pasture.

Thanks.  I don't think he understood FLMA either.   We've made it over this hump.  His odds of remaining here have improved from 3% when I wrote this post to about 55% today.    For sure, we cannot afford a Negative Nancy and I won't tolerate it.   But we all have moments where we dislike our jobs and need to vent.  

I was talking to a friend this week and he has a lake house, but it's not the fanciest lake house.   Now, mind you, he can afford a fancy lake house, but doesn't desire this.  He was saying that his lake house was not good enough for his son, who just graduated and has contributed nothing to the party.   Entitlement came to mind again.  He was explaining to me how he's trying to guide his son down the correct path and how fragile his reins are.  Plant a seed, a little water and see if it grows.  Rinse and repeat.  It sounds like his son has a good chance of making it, if he's open to guidance.   They are planning to visit my shop together in the next few weeks and together we'll plant some more seeds.

Also, this week, I found this on LinkedIn.   It captures the essence of my young service advisor's challenge:  "You are not as good as you think you are, and we are OK with that.  We are willing to teach you.   Are you willing to listen?"

Be Brave Enough 1.jpg

  • Like 2
JOEPROPER Rookie

JOEPROPER

Posted
Posted

All my babies were born on Saturdays,  so I was able to enjoy the 2 day weekends.  I believe that the paid family leave reinforces the "younger" employees sense of entitlement, which can be precieved as selfish.  I was approached once with the request to have 6 weeks off.  I couldn't believe my ears!!  I reminded him that he needed to review that PFL act carefully and told him that he would need to survive on what the government was going to pay him because I would only offer 3 days paid and he could take his vacation pay at that time.  

Employees need to understand that this disrupts the shop and in some cases shuts it down.  Some shops only have 2 techs and losing 1/2 of your staff is crippling.   I believe that having good communication all the time with your employees and knowing what's expected is the key.

  • Like 2
  • 3 weeks later...
bantar Community Regular

bantar

Posted
  • Author
Posted
On 2/13/2022 at 9:38 AM, dstremski said:

I enjoy your posts and would suggest you may not be able to "break that horse" before he causes discourse among other employees. It may be time to put him out to pasture. Of course then he collects unemployment and gets a maternity leave.

Ol' boy has been put out to pasture.   I've never fired anyone without first giving them a chance to redeem themselves.     Hung a sign out front that says:  "Help Wanted - Must be a Team Player", with fine print that says:  "Please don't lie to me"  (like the last one did).   😄😔   

  • Like 1

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
 Share
Go to topic listing

  • Available Subscriptions

    See all Subscription Plans

  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
      By Joe Marconi in Joe's 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.

  • Similar Topics

    • carmcapriotto
      Motor Oil supply Crisis: Fact, Friction, and What Happens Next [THA 489]
      By carmcapriotto
      Thanks to our Partners, NAPA TRACS, Today's Class, KUKUI, and Pit Crew Loyalty Watch Full Video Episode Is there really a motor oil shortage, or is the industry caught up in another wave of panic buying? In this episode of Remarkable Results Radio, host Carm Capriotto welcomes automotive expert Lauren Fix and Deckman Oil Territory Sales Manager Lee Rhodus to separate fact from fiction surrounding today's motor oil supply concerns. Together, they examine what's driving skyrocketing oil prices, why certain synthetic oils are becoming harder to source, and how fear-driven purchasing is creating additional strain throughout the supply chain. Most importantly, they discuss what repair shops and vehicle owners can do to navigate the uncertainty without making costly mistakes.
      What You'll Learn Why the world is not actually running out of motor oil How global shortages of base oils and additives are impacting the availability of ultra-low viscosity synthetic oils such as 0W-8, 0W-12, and 0W-16. The role panic buying plays in creating artificial shortages and driving prices even higher. Why motor oil prices are increasing at unprecedented rates and what that means for repair shops and consumers. The risks of delaying routine maintenance as oil changes become more expensive. Practical advice for shop owners on managing inventory and communicating with customers during periods of market uncertainty.
      The current motor oil situation is real, but panic is making it worse. While supply constraints and rising prices are creating challenges across the automotive industry, experts agree that hoarding inventory and delaying maintenance are not the answers. Patience, informed decision-making, and a focus on preventative maintenance remain the best strategies for both repair shops and vehicle owners. As supply chains stabilize, those who avoid fear-based decisions today will likely be in the strongest position tomorrow. Lee Rhodus, Territory Sales Manager, Deckman Oil. Lauren Fix, Car Coach Reports,  The Drive Podcast, is an automotive expert and analyst based in Buffalo, NY. She is an established television and radio personality with over 30 years experience in the auto industry as a journalist, consumer advocate, and race car driver. She was Oprah’s Auto Expert and is currently a regular contributor and reporter to Fox News, CNN, Inside Edition, and the Weather Channel. Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/ Thanks to our Partner, KUKUI Stop juggling multiple marketing tools. KUKUI’s integrated platform delivers 4x better website conversions, automated follow-up, and real-time ROI tracking. Get industry-leading customer support with KUKUI at https://www.kukui.com/ Thanks to our Partner, Pit Crew Loyalty You’re probably tired of chasing new customers who never return. We understand. Pit Crew Loyalty ends the one-and-done cycle, turning first visits into lasting, reliable revenue at https://www.pitcrewloyalty.com/ Connect with the Podcast: Visit the Website:https://remarkableresults.biz/ Subscribe on YouTube:https://www.youtube.com/carmcapriotto Follow on Facebook:https://www.facebook.com/RemarkableResultsRadioPodcast/ Follow on LinkedIn:https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram:https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club:https://remarkableresults.biz/toastmasters Join Our Private Facebook Community:https://www.facebook.com/groups/1734687266778976 Join our Insider List:https://remarkableresults.biz/insider All books mentioned on our podcasts:https://remarkableresults.biz/books Our Classroom page for personal or team learning:https://remarkableresults.biz/classroom Buy Me a Coffee:https://www.buymeacoffee.com/carm Special episode collections:https://remarkableresults.biz/collections
      The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz: Weekly Inspiration with Business Coach Chris Cotton from AutoFix – Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication: Develop Interpersonal and Professional Communication Skills with Craig O’Neill. https://craigoneill.captivate.fm
          Click to go to the Podcast on Remarkable Results Radio
    • Riccardo
      I have question, Can Washing Your Engine with Water Damage It?
      By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • Zenoo
      I am new in business. Need advice to increase profits.
      By Zenoo
      Hi my name is Zenas and I am 26 years old from Alberta, Canada. I started my own automotive repair shop in December 2023. After running it for 1 year I made a little bit of profit. I needed some advice on how I could increase it. Its a 3 bay shop with two 2 post hoists and one 4 post hoist with alignment. I am the only mechanic in the shop as I can't afford to hire anyone at this point. I am charging about $120 per hour for the labor and very minimal mark up on parts. The shop had no customer base when I got it so it took me sometime to build returning customers. If I try to increase the prices on parts the customers run away. Seems like they are calling around the city and going to the cheapest person. My monthly over head cost is about $7000. Whatever I make in a month goes back into next month's rent. Any advices on how to manage this properly from other shop owners?
    • Changing The Industry
      Episode 271 - Training New Techs & Building a Lasting Automotive Business With Charles Mitchell
      By Changing The Industry
      Episode 271 - Training New Techs & Building a Lasting Automotive Business With Charles Mitchell
    • Drivi
      How many empty bays do you have each month? Could AI actually help fill them?
      By Drivi
      Hey everyone,
      I'm building a tool that helps auto repair shops plan preventive maintenance automatically — it predicts when each customer should come back, sends reminders, and helps keep the shop busy year-round.
      But before I go any further, I’d rather hear it from real shop owners:
      How many hours or bays do you usually have sitting empty every month?
      What percentage of your work is planned maintenance vs emergency jobs?
      Do you use any system right now to remind customers about service? How well does it work?
      What would make you not trust an AI system that claims to schedule customers automatically?
      I’m not here to pitch vaporware — I want to understand how shops actually think about preventive work and downtime.
      If a few of you are curious, I can share a short demo and would love your honest feedback.
      Thanks for sharing your experience — it’s worth way more than any market research report.


  • Joe Marconi

    Marketing Strategies To Attract and Retain Your Ideal Customers

    By Joe Marconi, in Automotive Marketing,

    1 comment 7,956 views
    Joe Marconi

    Every shop owner tracks gross sales. But is that really the number you should be focused on?

    By Joe Marconi, in Joe Marconi's Tips and Articles,

    0 comments 1 72 views
    nptrb

    Mid-Year Reset: What Your Auto Shop’s Numbers Are Telling You

    By nptrb, in Automotive Management,

    0 comments 76 views

  • Our Sponsors

Main Sections

More Sections

Discussion Forums

×
×
  • Create New...