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Advice with staff issue needed


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Hi everyone.

 

I have just taken controll of a shop in the Orlando area after a year of trying to buy it. It only has two staff other than myself which are 1 tech and 1 service writer. Unfortunatly I am stuck in the UK for a short while finalising things here, I am hoping to be moved around the end of the month. Here is the problem that I need some help and advice, the tech is a military reservist and yes he is getting deployed for a year. Obviously I am going to have to get another tech and understand the associated problems with that. However what are the legal issues concerning a reservist going on active service, with regards to having to keep his job open for him after his stint and pay etc. This is all new to me as I am from the UK and understand there are more than likely different laws regarding this there in the US. I look forward to hearing from anyone who has had similar issues or knows what is the correct thing to do. I am glad to have found this site and am happy that so many of you more experienced owners are willing to share advice and help to those of us that are new to owning shops.

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I searched The US Department of Labor Web site and found the information you need. Here is the link...Good luck!

 

U.S. Department of Labor - Wage and Hour Division (WHD) - Family and Medical Leave Act

 

 

Thanks for that Joe. I am surprised no one else has had this situation considering the nation is at conflict. However much of a pita it may be I'm glad guys like tech are willing to do what they do.

 

Adrian

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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