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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?

         3 comments
      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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