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I'm in the final planning stages of oppening an auto repair shop and need info how used motor oil is handled.

 

What is the average cost of disposing or is it picked up for recycling etc??

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I use a waste oil heater. Saves about $5000 a year in natural gas. Initial $8000 purchase was a tax writeoff as well. Should last 10 years. You do the math. Only complaint is it takes up garage space and is louder than the gas heater, and I'm out the revenue from selling the oil which varied so much I couldn't depend on it. Some places require a permit for oil storage that would be an important consideration as you will need at least 1000 gallons storage to get you through the summer collection period. In the winter we burn it faster than we can collect it.

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Our waste oil heaters have been very reliable with annual maintenance. Each of our shops has double wall tanks with extraction systems to move the oil. Heaters pull from these tanks in the winter. In the summer we are paid by a company that comes and pumps it out. You have to be very careful to NOT let them pump it in the fall and leave you hanging on that first cold day.

 

Mark Anderton

First Landing Autocare

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  • Have you checked out Joe's Latest Blog?

         1 comment
      Have I got your attention? Great.
      Let me start by saying that I believe in giving praise when deserved and letting employees know when they dropped the ball. However, the truth is that no one enjoys being reprimanded or told they messed up.  
      The question is, what is the appropriate balance between the right amount of praise and the right amount of critical feedback? According to studies done by Harvard Business School, the ratio of praise to critical feedback should be about 6:1 – Six praises for every critical feedback. I am not sure if I agree with that.
      From personal experience, I would recommend a lot more praise. The exact ratio doesn’t matter. What’s important is that before you consider giving critical feedback, ensure you have given that employee a lot of recent praise. If not, whatever you are trying to get through to an employee, will fall on deaf ears.
      When you do have to give critical feedback, remember a few things:
      Focus on the issue or behavior; never attack the person, and remain calm in your actions and words Ask the employee for feedback, their side of the story Speak to the employee in private Address the issue soon after it happens; never wait Don’t rely on second-hand information; it’s always better if you have experienced the situation yourself that you want to correct Have an open discussion and find things that both of you can agree upon Have an action plan moving forward that the employee can take ownership of Use the experience as a learning tool Make sure you bring up positive attributes about them Remember, you don’t want the employee to be angry or upset with you; you want them to reflect on the situation and what can be improved. One last thing. Everyone makes mistakes. We need to be mindful of this.
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