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Repair Waivers

CAautogroup
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CAautogroup Collaborator

CAautogroup

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Hello all,

 

I was wondering if any other automotive repair shops out there have waiver forms for customers to sign? I.E. using customer supplied parts (no warranty), using a different oil than what is recommended by the manufacturer because it is more cost effect for customers, not wanting to repair a safety item / not safe for the vehicle to be driven, etc. If so, what do you include in your forms? Or do you just document it on the reciept?

 

 

Thank you for your thoughts and opinions.

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mmotley Proficient

mmotley

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I don't think that is legal, but if the car is really unsafe, such has leaking brake lines, I insist the car be towed off my property, not driven. It makes some people mad as hell, but I rather them be mad at me than drive an unsafe car. Some things transcend money and business.

 

I feel the same way. Ignoring the fact that you can get yourself into serious trouble (lawsuits etc), just the loss of sleep from knowing you let an unsafe vehicle leave your shop is not worth it.

 

I'm not sure I would try to cram all of those instances into a small disclaimer on the R.O. however. I feel like that is just going to get your tail in crack eventually. I would just instruct your service writers to refer that customer to the current manager on duty or you.

 

Think about it, if a customer has a wiper blade from the dealership, are you really gonna decline putting that on? vs some used brake pads from the junk yard? Obviously an all encompassing 'no customer supplied parts policy' is the safest route, but I think applied common sense here can go a long way instead of a small disclaimer that hardly anyone reads.

 

I think what I'm getting at is maybe a policy is better than just a disclaimer, and like you said CAautogroup, putting a note on the receipt is probably the best idea.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's Blog
         5 comments
      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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