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Posted

I have a question, I hired a guy to work for me that was supposed to have diesel repair certification. I put him on a few simple jobs the first week to test him, he did fine. I then put him on a harder job, this job labor hours booked at 22, should have it done in two days tops. Well after he was still working on it on day three I had my shop manager start to watch him more closely. When he still was not finished on day five for multiple issues that had to be redone twice and they still were not right, I let him go.

I then put my best tech on it to get it buttoned up. After a few hours he came to me and showed me several issues that were wrong, along with several broken or bent parts that have to replaced, lines that were kinked and no teflon tape on the connections, loose bolts and missing bolts. For safety's sake I had him tear it all down and go completely through it. He just came to me and showed me that he had broken a part of the oil gland on the head of this truck, now the bad thing is that the broken piece of the head cannot be found, so the entire motor has to come out and be broken down to see where that broken piece has landed.

NOW my question is this, do I have any legal recourse to go after this guy for the damages he caused, cause we are talking about thousands of dollars now, or am I just screwed?!

Posted

Good help is hard to find. Keeping good help is just as hard. The loss in your case is just that... a loss. Not much you can do about it. I could write story after story about the "help" but, I shy away from that because I don't want to see the general public taking an even dimmer view of our trade. This is something we as shop owners have to police from in-house.

 

Hire right, do what's right for your business....even if that means you have to eat a few jobs. I have had to eat lots and lots of stuff over the years, and as long as there is somebody between me and the final consumer (ie...the tech) you've got to keep on your toes. The sloppy mechanic won't be the one taking the heat, they'll just quit, get fired or simply move on to another shop.

 

Keep this guys name handy just in case he tries to use you as a reference. Tell the next shop owner the straight scoop. That way we'll all know what kind of character you let go.

 

Sorry to hear stuff like this... but it is...what it is.

Posted

That really sucks to hear that I cant go after him, but at least I can warn other shops about him. You know you try live an honest and good life, be kind and friendly and this is what you get for your trouble. You hire a person to do a job and pay them to do that job, you don' expect to have to go and hold their hand every step of the way. Hmmm maybe I will find him in a dark alley and explain the facts to him a little more clearly....SO FRUSTRATED!!!

 

I guess the worst part is that I had a sign he wasn't any good the week before, but since we are so busy, I ignored the warning and gave him another chance, now I am paying dearly for that mistake. Even when I brought him into the office to discuss the issue he completely denied that he did anything wrong. What a standup guy....NOT!!

Posted

That really sucks to hear that I cant go after him, but at least I can warn other shops about him. You know you try live an honest and good life, be kind and friendly and this is what you get for your trouble. You hire a person to do a job and pay them to do that job, you don' expect to have to go and hold their hand every step of the way. Hmmm maybe I will find him in a dark alley and explain the facts to him a little more clearly....SO FRUSTRATED!!!

 

I guess the worst part is that I had a sign he wasn't any good the week before, but since we are so busy, I ignored the warning and gave him another chance, now I am paying dearly for that mistake. Even when I brought him into the office to discuss the issue he completely denied that he did anything wrong. What a standup guy....NOT!!

If you don't mind me asking what was the job on? What did he damage? Any photos? Makes me feel better about accidently letting one slip out without a test drive and issues still present! lol

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

It was on a F350 6.0 Diesel. The question is what didn't he damage...I have about $1000.00 in parts so far, if it wouldn't fit the right way he would just bend or tweak it till it did, before we found the broken off part in the head now the entire engine has to come out (that means pull the cab=20+ hours) and be completely gone through till we find that broken piece of the head, inside the motor somewhere and hope it has not caused major damage, and the motor also now has an internal oil leak, probably from a cut O ring on either an injector or an oil tube under the HPOP. This just keeps getting better and better!! I got pics but dont know how to post them on here.

The sad thing is that I thought I was helping one of our vets, who served our country.

Posted

It was on a F350 6.0 Diesel. The question is what didn't he damage...I have about $1000.00 in parts so far, if it wouldn't fit the right way he would just bend or tweak it till it did,  before we found the broken off part in the head now the entire engine has to come out (that means pull the cab=20+ hours)  and be completely gone through till we find that broken piece of the head, inside the motor somewhere and hope it has not caused major damage, and the motor also now has an internal oil leak, probably from a cut O ring on either an injector or an oil tube under the HPOP. This just keeps getting better and better!! I got pics but dont know how to post them on here. 

The sad thing is that I thought I was helping one of our vets, who served our country. 

The 6.0l has a steep learning curve but once you get them figured out there no bad at all. I have a ton of 6.0l parts that are known good if it helps at all. A lot of techs seem to struggle with a 6.0l hard start and there's a ton of known issues in the first place. As far as bending parts that's just ridiculous. Those are trucks that we work on pretty regularly so anything I can do to help let me know!

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

Just something I wanted to add,

I don't mean to get off subject but thought it was worth mentioning.

I'm guessing it was a head job at 22 hours billed, if he didn't remove the cab in the first place no wonder he bent stuff lol!

If you do a lot of these it might be worth setting a standard procedure for this job where everyone's got the same idea about how the job goes down. Removing the cab is the only efficient way to do those type of jobs! Hopefully I didn't cross a line with this, just wanted to throw that out there.

 

Sent from my SCH-I605 using Tapatalk 2

 

 

Posted

NO!! thats one of the biggest issues, it was not a head job, just injectors, EGR cooler and oil cooler= Bulletproof kit. Why he was all the way into the HPOP is still a mystery to me, we finally found the internal leak is was the STC fitting, it was not tight and the O ring was damaged.

Our best guess is when he was installing the injectors, the rail didn't go on smoothly and he used force to make it fit and thats when the head got damaged. We thought we were going to have to pull the motor but we found the broken part of the head lodged in between a spring and the landing, Thank God for that, I was not looking forward to eating any more on this job. Its going back together today and hopefully will be delivered tomorrow.

Posted

NO!! thats one of the biggest issues, it was not a head job, just injectors, EGR cooler and oil cooler= Bulletproof kit. Why he was all the way into the HPOP is still a mystery to me, we finally found the internal leak is was the STC fitting, it was not tight and the O ring was damaged.

Our best guess is when he was installing the injectors, the rail didn't go on smoothly and he used force to make it fit and thats when the head got damaged. We thought we were going to have to pull the motor but we found the broken part of the head lodged in between a spring and the landing, Thank God for that, I was not looking forward to eating any more on this job. Its going back together today and hopefully will be delivered tomorrow. 

wow! That's pretty rough! Anything I can do to help let me know!

 

Sent from my SCH-I605 using Tapatalk 2

 

 

  • 1 month later...
Posted

Injectors egr cooler and oil cooler should be done 1.5 day at most, High Psi Oil pump would be for an stc fitting repair kit. We do alot of work on these, a compentent mechanic can pull the cab on one in 3 hrs. If you need an odd ball part I prolly have it

Travis

Posted

Travis appreciate the offer, but thank god its over and behind us now. He was hiding behind his army training but he was really totally incompetent. Every vehicle he touched came back for one reason or another. We had to eat a lot of crow to salvage our reputation, but it's all good now.

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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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