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Posted

Working for Honda for 12 yrs gave me both sides of this. Honda only does a drain and refill as there is no serviceable filter on anything that Honda makes. The only filter is inside the transmission and is changed when you do a rebuild :) If you use anything but Honda fluid the shifting characteristics of the transmission are changed. Trust me I know. I personally change the trans fluid on my vehicles every year (about every 20k on the van). I either use Honda ATF or Amsoil ATF. Honda also told us that the cleaners used in most flush systems will effect the clutches and cause more problems than just changing the fluid in the recommended intervals. If you are using a fluid exchange, you would have to use one with only Honda fluid and it wouldn't be worth it cost wise. If the customer does the drain and refill on the recommended intervals there isn't any need to do a transmission fluid flush.

Posted

On Honda/Acura vehicles we do drain and fill's with Honda/Acura fluid. We have had many customers complain about transmission shifting issues after having "Wallet Flushes" at other venue's. On most cars we do fluid exchanges with a machine but use the recommended fluid for that car. We avoid flush chemicals. "If you start early on taking care of your vehicles fluid services the hard parts take care of themselves thus avoiding the need for a extended warranty" The Frogfinder.

  • 4 months later...
Posted

I hear many conflicting points of view about Honda/Acura transmission services. The Honda/Acura dealers in my area only do a drain and refill. They claim that servicing the transmission with a total fluid exchange machine (notice I did not say flush) that removes all the old fluid and refills with new is not advisable. Also, Honda claims that if you should only use Honda fluid.

 

We have all BG machines and perform transmission services on just about all makes and models. We have been doing this for more than 10 years. We also use BG synthetic fluid. I believe that I am giving my customers a great value by performing preventive maintenance and we back it up with the BG Lifetime program if the vehicle has under 75,000 miles.

 

I do know one things, Honda/Acura has a lot of transmission issues that cannot be blamed on “TOO MUCH” servicing.

 

I would like others to tell me their thoughts on Honda transmissions and other fluid services.

 

 

BG synthetic fluid does not have the proper friction modfiers for use in honda transmission. there is no discussing this. The formulation is more akin to Mercron V.

 

as I rebuild transmissions and I have done many honda units, the proper fluid is critical for shit timming, les or improperly friction modified fluid can and doe cuase shift timming errors which can cuase binding of the unit during shifts and ultimately more transmission failures. Honda have synchronus shifting transmissiona dn shift timming is critical. for that matter most of the 2007 up model american cars have gone to similar synchronous shifting. This creates all sort of new problems over the old Ascynchronus designs from 10 years ago.

 

clearances clutch and band, fluid, shift timing all play a part in the service life of modern transmissions.

 

this ain't you mommas 1975 ltd with a fmx.

Posted

I understand the issue with correct friction modifiers, but if your service your transmission using BG fluid every 30,000 miles, BG will protect your car and give you a protection plan for the life of the vehicle for your transmission. The plan will give you $2,000 if you start the servicing under 36k miles, $1000.00 if you start the program under 75k miles.

 

BG is a good company, why would they stand behind their product, if the product did not work?

 

Maybe we should hear from a BG rep????

 

 

As far as I know, BG fluids specifically for transmissions have not been certified as viable replacements by the OEM's. they have not gone through the OEM validation process.

 

Also mercV and Honda ATF have very different viscosity index's. While BG fluid is fine in most domestic transmissions putting it into a unit with say a paper clutch vrs a high carbon high energy clutch and a aggresive drive could certainly spell disaster in the right circumstances.

 

Also there is a wide variance in the lubrication film strength as well. BG makes a good product, it just isn't suited for ZF AW or Honda units.I have used it in chrysler vehicles and within a few thousand miles they typically developed converter shutter.

 

Basically my solution as the shop forman was to use BG synthetic in only vehicles where there was a wide tolerance of formulation.

 

there are times when as a rebuilder I will change fluids but those are instances where I know how to modify the transmission to accept this and I have very valid reasons for doing so.

 

claims by BG with me are largely ignored. They do not have a OEM certification or validation that I am aware of for that fluid for use in honda, ZF's AW or chrysler units.

Posted

First let me say that it is good to have you on the forum. You have posted some good stuff today and I appreciate it. The point I wanted to make is that O'Reilly has their own Import multi-vehicle transmission fluid out. It is about $5.00 a quart and it says specificially on the bottle that it meets the Honda requirements.

 

 

I can put anything I want on the bottle. find out if the fluid has bene OEM certified. I doubt it. The thing with honda transmissions "in particular" is that honda units are very fickle about fluid. VERY. ZF's and other transmissions are more tolerant but the design of the honda unit, the friction metrials the shaft designs and the valve body, all designed for that specific fluid.

 

I wouldn't chance a come back on it. Even on my honda overhauls I buy the clutchs at $16 each from the dealers and most units have 20+ clutchs becuase its all very critical.

 

I am sure that someone is playing the wide end of the spec becuase merV and honda ATF and ZF's all have very different fluid requirements. There is no way to do a one size fits all fluid.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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