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Workers Compensation Wrong classification!


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  • 2 years later...

Boy I am steaming about our "so called" workman's comp in Washington. It is a government run monopoly. We have 2 Techs and a service writer and we paid $15,000 last year. We had a guy have rotator cuff surgery 2 years ago and one bogus claim 5 years ago and we are getting hammered. They treat us the same as NY if the service writer walks through the shop we have to pay the big premiums.

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I did not know anything about how these insurance companies worked, they kept telling me about the law this, the law that. They always told me to talk to a lawyer, the lawyers charged me but I did not get answers that would satisfy my questions.

 

My mentor told me that I should learn about the law, and here, check this place out.

 

http://www.HowToWinInCourt.com?refercode=CH0002

 

I took the course with the purpose of what the law was about, and came away with a complete understanding of how the law is manipulated to benefit those that know how to use the law against those that do not know the law.

 

Very good course that may answer many questions on how the insurance companies do business.

Edited by HarrytheCarGeek
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I wanted to add to the above comments how I had my service writer and bookkeeper reclassified as office personnel.

 

I wrote an affidavit of support stating the fact those individuals are not mechanics and do not work on vehicles.

 

I serve notice on my worker's comp provider of that fact and attached my affidavit of support.

 

Those workers were reclassified, and the premiums adjusted accordingly.

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Three years ago the BWC did an audit of my classifications and I was able to keep my two service advisors classified as office personel. Although they didn't give me reason, looking back on my audit exit notes I believe the following influenced their decision.

 

1] My service advisors share an enclosed office behind the counter where they both have their own desks.

 

2] My service advisors wear different unforms than my techs.

 

3] My techs are all ASE certified where my advisors are not.

 

4] My techs are not at all involved in selling the customer.

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  • Have you checked out Joe's Latest Blog?

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      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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