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Is anyone else having to pay for used oil recycling? The local company that picks up oil for recycling has decided that it needs to charge for a service that used to be free. They now want $.32/quart for waste oil pickup. That is over $70 for 55 gallons. They take this oil and sell it to re-refiners but they said that no-one is buying anymore and they are having to store it in rail cars. According to state law I am not allowed to charge my customers for oil recycling (I'd have to hide the cost in the price of new oil). I'm thinking I will have to get an oil burner so I can dispose of my own used oil. Anyone in other parts of the country having this problem?

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Safety Kleen picks up mine. When you have more than 100 gallons they will pick up for free. I am not sure what the cutoff is for how much they take before they actually pay you for it but I won't hit that cutoff anytime soon. I have 3 55 gallon drums and I call them when they are full. Every couple of months for me.

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There are a few other companies around here that would pick up the oil but Safety Kleen was the only one that bothered to call me back. I guess other ones didn't want to be bothered with my small amount. I do get my parts washer serviced by them as well as my anti-freeze picked up by them. The parts washer service costs money bu the rest of the fluid pickups are free to me. I don't have any more room to store waste oil so I am just glad to have a place to get rid of it and have a record of where it went.

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  • 2 years later...

I would also check to see if you have a Heritage-Crystal Clean.

 

http://www.crystal-clean.com/

 

They don't charge me for the oil filter pickup. I paid an installation fee for the 55 gallon drum and then the pickup and replacements of the drums are free. I also switched to them for my oil pickup as they are paying .60 a gallon for used oil as compared to Safety-Kleens .17 a gallon. They are also considerably cheaper on the parts washer solvent.

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  • 4 weeks later...

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  • Have you checked out Joe's Latest Blog?

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      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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