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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?

         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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