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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?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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