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Posted

How do other shop owners charge for shop supplies, hazardous or other waste removal fees? (The cost of rags, cleaners, clips, fasteners, degreasers, silicone, etc.) Do you have a flat rate or is it a percentage of the overall job, parts, or labor?

 

I find that a lot of customers are outraged when they see on their receipt "Shop Fee / Miscellaneous." Is it best to avoid this and just markup the price of labor or parts to make up for it? Or to keep itemizing it out?

 

 

We try our best to satisfy every customer, but these shop supplies were stocked in the shop for free.

 

Thanks for your input.

 

 

Posted

I work it into the parts. If I do a window regulator and I need 2 clips for the door panel I just mark the regulator up a few bucks... keeps people from getting mad over something they don't understand or didn't authorize...

Posted

I charge 8.01% on every ticket up to $39.97 total. I have been doing this for almost 4 yrs and haven't had anyone question this charge at all. I have plainly posted on the wall what this charge is for and it is included in the cost of the estimate so it doesn't show as an extra charge when they check out. Its worth a lot of money a year to cover all the "stuff" we can't charge out on every ticket.

  • 3 months later...
Posted

In the state of California we are not allowed to charge a "shop fee". Everything is billed out as a part. Rags are part of my overhead expense. Everything else is billed out on the invoice as a part even if I bill .1 for the thread lock I used. So if a bottle of thread lock cost me $10 and I would charge lets say $18 for a whole bottle I just divide the $18 dollars by how many times I would think the bottle would last me say 25 times. So .1 billed out would be .72 cents on the invoice. This system seems to work out for me and I have never had a complaint from a customer over 72 cents.

  • Like 1
Posted

Ours is 6% up to $40.00 on shop supplies line. As long as we include shop supplies and any taxes in the estimates there does not seem to be any questioning of the charge. For so many years we didn't even charge shop supplies and didn't realize the affect it had our ability to make a more "reasonable" profit. While there have been little or no complaints, we can't be sure it doesn't cause the customers some distress and they just aren't saying so. I really like method Joe uses above, of adding it in behind the scenes, it just sounds to me as a fairer way. I always felt a line for a shop supply charge was kind of petty.

Posted

I charge a "Shop supplies" charge. I did, then I didn't and now I do again. I used to avoid the topic but now I just tell the customer, here is what is needed on the job, parts, labor, shop supplies and sales tax for a total of...

I never have had a complaint regarding shop supplies. And one thing I found out, shop supplies are parts. So if your state is like Michigan and only parts are taxed, not labor, you better be charging tax on the shop supply total. i can see both sides of the coin, if someone is pricing it doesn't matter if you charge $XX for the parts, $YY for the labor and $xy for shop supplies, or if you are charging $XX.y for parts and $YY.x for labor, the total is still $XXYY.xy. Likewise it won't matter if the guy down the street doesn't charge shop supplies and his total quote is $XXYY.y he'll be cheaper than you. I think it is a matter of it makes up feel better to see that charge to pay for half a can of brake cleaner, a couple shots of penetrating oil, some chassis grease and maybe a nut botl and washer. When all the customer sees is my canuter valve replacement cost me 456 scheckles and 75 foibles. If they are scrutinizing the bill, nothing you can do is likely to make them happy, even discounting it, you are always going to be ripping them off.

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Now on the topic of the hazardous waste disposal, in Michigan, last I knew, a shop could not charge more than their actual costs for hazardous waste disposal, within reason of course. If a reasonable estimation had you charging $$ on every job that had haz waste and you collected $$$$$$$ but only spent $$$$$$0 you were close enough but had to reevaluate for next year. But if you collected $$$$$ but only spent $$$$ then you should have reevaluated mid-way through the year and you would be in violation. Good luck with that one.

Posted

We charge both shop supplies and enviro fees. We have always charged shop supplies, and never had anyone question it. We started charging enviro fees this year, and no one has complained about those either. The key is to just make sure the price you quote the customer includes all of these fees, so that they are not viewed as an add on. We also use a shop management software that only adds them in at the bottom of the invoice, and not as a line item, where it is more likely to draw attention.

Posted

When we first started to charge "Shop Supply Fees" years ago, we had some customer's question it. Now, customer's seem to understand it better. Our POS system just adds the percentage into the job. We DON'T charge that fee on tires that we sell. We kind of have a " Don't like it? oh well" kind of attitude because on many jobs we actually use more than the fee covers but not enough that we have to actually put it on the invoice.

Posted

Charge 8% up to $39.71, its a line item on our system and we call it "job supplies" Use to have a customer or two ask about the shop supplies never had a customer question job supplies. Works well and I think it really better explains what they are for.

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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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