AASP-MN News July 2014

July 2014

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AASP News

CONTENTS Vol. 22 No. 7

AASP News is the official publication of the Alliance of Automotive Service Providers, Minnesota, Inc. 1970 Oakcrest Ave., Suite 102 • Roseville, MN 55113 Phone: 612-623-1110 • Fax: 612-623-1122 email: aasp@aaspmn.org • website: aaspmn.org. All rights reserved. To keep its readers better informed, AASP News allows its columnists to fully express their opinions. All views expressed are not necessarily those of the publication. AASP News is published by Thomas Greco Publishing, Inc. Cover image, pg. 16: © www.thinkstockphoto.com/creatas. Pg. 18, image © www.thinkstockphoto.com/monkeybusinessimages

AASP of Minnesota is an association of independently-owned automotive service businesses and industry suppliers dedicated to improving the state’s automotive service industry and the success of its members.

AASP-MN BOARD MEMBERS 2014 - 2015 PRESIDENT Jerald Stiele IMMEDIATE PAST PRESIDENT Dan Sjolseth, AAM SECRETARY-TREASURER Tom Gleason COLLISION DIVISION DIRECTOR Joyce Weinhandl MECHANICAL DIVISION DIRECTOR Greg Kasel, AAM ASSOCIATE DIVISION DIRECTOR Kevin Martin COLLISION SEAT Mike Cox, AAM Jim Siegfried, AAM

LOOK AT WHAT YOU CAN FIND ON THE AASP-MN WEBSITE! ....................6 LEGISLATIVE UPDATE ..................................................................7 Work Begins For the 2015 Legislative Session

by Kevin Walli, AASP-MN Lobbyist LOCAL NEWS ..........................................................................8 F.Y.I. ......................................................................................11 Two Common Misconceptions Concerning Terminating an Employee

by James B. Sherman, Esq. MEET THE MEMBER ....................................................................13 Wayne Watson, Autoworks Diagnostic & Repair Center INSURANCE I.Q. ........................................................................16 Elevating Awareness & Prevention of Heat Stress Exposures

by Paul Beck, CSP, ARM, Senior Risk Consultant, CBIZ FEATURE..................................................................................18 Creating Team Spirit in an Auto Repair Shop

by Bob Cooper, Elite Worldwide CASH IN ON YOUR MEMBERSHIP! ..................................................26 AASP-MN/Fryberger, Buchanan, Smith & Frederick Law Firm Legal Services Program

MECHANICAL SEAT Wayne Watson

STAFF EXECUTIVE DIRECTOR Judell Anderson, CAE, AAM OFFICE ADMINISTRATOR Jodi Pillsbury MEMBERSHIP COORDINATOR Tom Kluver PUBLISHED BY: Thomas Greco Publishing, Inc. 244 Chestnut St., Suite 202 Nutley, NJ 07110 PHONE: 973-667-6922 • FAX: 973-235-1963 ADVERTISING: 800-991-1995 • tgp5@verizon.net PUBLISHER: Thomas Greco (tgp22@verizon.net) ADVERTISING DIRECTOR: Norman Morano (tgp5@verizon.net) MANAGING EDITOR: Alicia Figurelli (tgp2@verizon.net) EDITOR: Joel Gausten (tgpjoel@verizon.net) ART DIRECTOR: Lea Velocci (tgp3@verizon.net) OFFICE MANAGER: Sofia Cabrera (tgpbrandi@verizon.net) www.grecopublishing.com

ADVERTISER’S INDEX

aaa Auto Salvage ................................4 Adamson Motors ................................10 AmeriPride ..........................................25 AutoNation Ford ..................................IFC Axalta Coating Systems ......................OBC Buerkle Hyundai ..................................22 C.H.E.S.S. ..........................................25 Choice Auto Rentals ............................19 Dentsmart............................................13 Inver Grove Ford..................................12 Inver Grove Honda / Inver Grove Toyota ..22 Jack McClard ......................................4 Keystone..............................................12 Lowel’s PCE ........................................6 Luther Hopkins Honda ........................10 Maplewood Toyota ..............................21 AASP News

Meadowbrook Insurance ....................17 Mercedes Benz of Maplewood ............9 Mills Parts Center................................24 Morrie’s ..............................................23 Motorwerks BMW................................IBC Motorwerks Mini ................................IBC MPA ..................................................................14-15 NAPA ..................................................9 PAM’s Auto..........................................24 Proven Force..............................................20 Rosedale Chevrolet..............................21 Roseville Chrysler Dodge Jeep Ram ........24 Sherwin-Williams......................................7 Straight & Square................................20 Toyota Group ......................................3

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2015 Automotive Aftermarket Calendars

AASP-MN WEBSITE!

Catalogs and order forms now available by contacting the AASP-MN office at:

(612) 623-1110 or (800) 852-9071 INFORMATION ABOUT: • Association news • Member benefit programs • The Get to Know Your Neighborhood Auto Repair Pro campaign • Current and past legislative activities & “find your legislator” feature • Industry training and upcoming events

Welcomes New Members

MAY 2014 Bird’s Auto Repair Pine Island Carver General Repair Maplewood

Honest 1 Anoka Eagan Maple Grove Minneapolis (Uptown) Pearl Insurance Eden Prairie

MEMBER SHOPS, TOOLS AND EQUIPMENT: • Search our database to find a member shop in your area, see what diagnostic or other equipment they own, what repair information they subscribe to, which management system they use and more! Our extensive database was designed to help members connect with and be a resource to other members.

RESOURCES/LINKS: • Regulation of Claims Practices & Prohibition on Insurers’ Statutes • Truth in Repairs Act • Insurer Unfair Claims Practices Report • MN Motor Vehicle Damage Disclosure & Reporting Requirements • P-Pages, DEG & other estimating resources • OEM service information • MPCA Fact Sheets SAMPLE DOCUMENTS: • Complaint Letter to Department of Commerce • Loaner Car Agreement • Repair Authorization form • Assignment of Insurance Proceeds • Sheriff’s sale instructions and documents CONSUMER INFO: • Find a Shop • Auto Insurance Claims & Claimants’ Rights “Nuts & Bolts” brochure • Consumers’ “Know Your Rights” (after submitting an automobile accident claim to your insurance company) • Motor Vehicle Service Contracts: FTC, MN Attorney General and Consumer Reports • FTC Consumer Alerts on auto warranties and warranty scams • Automotive career and scholarship info, including links to state college automotive programs OTHER: • AASP-MN News – Check out the current or past issues of the Association’s monthly magazine, AASP-MN News • Lending Library – AASP-MN’s lending library consists of a number of the AMI self-study courses and other materials free for members to use • Classified Ads – Check out the classified ads section if you are looking for employees, tools and equipment or to place an ad of your own at no charge

AND, MUCH MORE! CHECK OUT

WWW.AASPMN.ORG 6 July 2014

AASP News

TODAY!

LEGISLATIVE UPDATE

Work Begins for the 2015 Legislative Session

by Kevin Walli, AASP-MN Lobbyist

We are only several weeks past the 2014 session and we are already laying the groundwork for next year. Our immediate focus is not on meetings with legislators; rather, we are beginning the work of refining our legislative proposals and honing the arguments we will use with legislators.

Our primary initiative in 2014 focused on preventing insurers from imposing mandates on repair shops in the insurance claims process. One of the challenges we faced was an insurance industry claim that they hadn’t had a full discussion of our proposal away from the Capitol, in advance of the Session. It is common practice for the Commerce Committee of the House and Senate to urge parties to meet, discuss and attempt to resolve differences in legislation prior to coming before the Committee.

In our view, the insurance industry knew full well what the repair industry was proposing, but used this tactic to delay consideration of the proposal.

Time was certainly on their side, as we were working within

a very limited time frame. The 2014 session began later than usual, on February 26, and the initial deadline for getting bills out of committee was March 21. Getting on the Committee agenda proved to be challenging and a lot of bills suffered the same fate that ours did this past Session.

We now have the opportunity to hold more detailed internal discussions about our objectives. We will be able to refine our language and our arguments for meetings with the insurance industry and with key legislators – well in advance of the 2015 session.

In addition to our work in the area of insurance claims processing, we are looking for additional issues to add to our 2015 agenda. If you have an issue or concern that AASP-MN might address through the legislative process, please contact the Association office or one of your colleagues who serves on the appropriate advisory committee so that we have ample time to consider additional proposals for the coming year.

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LOCAL NEWS On May 16, Minnesota Governor Mark Dayton signed into law legislation that bans the installation, sale and distribution of lead and mercury-based wheel balance weights. The law also requires proper recycling of all lead and mercury weights that are removed from vehicles. Businesses can work with their wheel weight suppliers or local scrap yards to make sure this is done properly. The law becomes effective on January 1, 2016.

Minnesota will become the seventh state to enact a ban on lead wheel weights. California, Illinois, Maine, New York, Vermont and Washington also have legislation banning lead wheel weights.

MN Legislature Enacts Lead Wheel Weight Ban

thinners, installing solvent recovery stills, upgrading or replacing equipment, purchasing energy efficient equipment or using courtesy vehicles more efficiently.

Never applied for a grant before? Staff at MnTAP can help you put together your application. To discuss your ideas or work on your grant application, contact Matt Domski at MnTAP at 612-624-5119 or domsk004@umn.edu.

Act soon – grant applications are due by August 13, 2014. For more information, visit www.pca.state.mn.us/voc.

Have you thought about making changes at your shop, but the price tag held you back? If the changes will reduce the use of certain chemicals, you may be eligible for a grant from the Minnesota Pollution Control Agency (MPCA).

The chemicals in question are known as VOCs, which stands for volatile organic compounds. You may recognize them as the odors coming from paints, thinners and parts washers. VOCs affect everyone’s health, both inside and outside the shop. When they are vented from your shop and released into the atmosphere they become smog, a harmful air pollutant.

As knowledge about the harmful effects of air pollution grows, the EPA is tightening federal air quality standards. This is likely to happen in the next couple of years. Current levels of VOCs in Minnesota are high enough that many areas of the state won’t meet the updated federal standards, which could trigger costly regulatory requirements.

The grants are part of Minnesota’s effort to prevent that from happening. By reducing VOCs now, we can all stay ahead of the game and our air will be healthier to breathe.

Reducing the VOCs you use can directly benefit your business, too, by helping you:

Grants Available – Act Soon

• Save money – you’ll have less to buy and dispose of by implementing new technologies and more efficient methods • Provide a healthier work environment, which can increase worker retention and reduce absenteeism • Improve worker health and productivity • Use less personal protective equipment (PPE) • Reduce regulatory obligations • Reduce fire risk

The MPCA and the Minnesota Technical Assistance Program (MnTAP) are available to help you figure out the best ways to reduce VOCs in your shop. MnTAP is a program of the University of Minnesota that provides free, industry-tailored technical assistance.

Your jobbers and paint supplier are also great sources for ideas.

The grants can be used to pay for equipment and product changes, but those are just the tip of the iceberg. Because VOCs are present in so many products and processes throughout any business, a wide variety of project costs will qualify for grants.

Grants can be up to $100,000. You are only required to match 10 percent, so a $10,000 booth upgrade might only cost you $1,000.

And your match can be an in-kind donation, such as staff time.

To get the gears turning, here are some projects to think about: switching to waterborne paints, switching to low-VOC reducers or 8 July 2014

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AASP-MN Thanks Our Sponsors!

Program Sponsors AASP National AkzoNobel Performance Coatings Auto Care Association Auto Value Parts Stores/APH Autoshop Solutions Bill Smith Foundation Carbench CARQUEST Dent Impressions Dentsmart PDR Keystone Automotive PPG Automotive Finishes WorldPac

Hospitality Sponsors 3M aaa Auto Parts AAA Minnesota/Iowa Aeromotive Services, Inc. AmeriPride Services AudaExplore Axalta Coating Systems BASF CBIZ AIA CCC Information Services Choice Auto Rental Dorman Products Hertz Corporation IDENTIFIX Inver Grove Ford Lincoln Keystone Automotive Lowell’s Performance Coatings Malco Products, Inc. Meadowbrook Insurance Midwest Parts Advantage Mitchell International Mitchell1 Noble Conservation Solutions Norton Automotive Aftermarket O’Reilly Auto Parts PAM’s Auto, Inc. Pro Paint Sherwin Williams Suburban Chevrolet

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F.Y.I

Two Common Misconceptions Concerning Terminating an Employee By: James B. Sherman, Esq.

Having represented employers in the field of labor and employment law for more than 25 years, I have had the opportunity to work with thousands of companies from more than 30 states and virtually every industry imaginable. As I am sure holds true for many veteran human relations professionals, I sometimes feel that I have “seen it all.” Among the things I have seen - the uplifting, the bizarre, the exciting, as well as the mundane - there remain certain assumed conventional wisdoms when it comes to terminating employees that simply do not hold water, yet they continue to exist and cause employers trouble in many a workplace, year after year.

I would like to expose two of the more common misconceptions about employee terminations, once and for all, in an effort to get employers to do away with them before they cause any further legal problems:

1. “WE DON’T NEED A REASON TO FIRE JOHN/JANE - HE/SHE IS AN ‘EMPLOYEE AT WILL.’” Those employers who still think “employment at will” literally means they can fire an employee for any reason or no reason at all, are putting themselves in grave danger of being successfully sued - and for a lot of money! While the so-called doctrine of employment at will ostensibly means that either the employer or employee may end the relationship at any time, for any lawful reason or no reason at all, it is a concept that is hundreds of years old. Employment at will may have meant a lot at one time, but that was long before such laws as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act of 1993 and the Family and Medical Leave Act of 1995 were enacted, not to mention many more state and local employment laws.

A very simple way for employers to realize how employment at will does little for them when contemplating a termination, is to ask themselves: “If we discharge John/Jane and he/she alleges we did it in violation of one or more of the vast multitude of federal, state and/or local discrimination, retaliation, whistleblower, wrongful discharge or other laws, can we defend against the claim(s) simply by invoking the ‘employment at will doctrine’ and give no reason for our decision?” Obviously, the answer is “no.” In this day and age, employers always need a reason - and a very good one at that - well supported in the facts, and prior to discharging anyone, in order to defend against a discharged employee’s allegations that the decision was somehow unlawful. Invoking employment at will to say that no reason is needed is a dead loser in this scenario. Want my advice? Besides still being careful to include “employment at will” language in handbooks, offers of employment and employment contracts, leave that doctrine to lawyers to use in legal briefs and don’t rely on it at all in the context of any termination decision.

2. “WE DON’T NEED A REASON TO FIRE JOHN/JANE - WE ARE GIVING HIM/HER A SEVERANCE.” This school of thought typically winds up hurting employers in one or both of two ways. Employers who simply provide a terminated employee with a voluntary severance payout, thinking it will serve to buy good will, frequently find that their money has served as the individual’s down payment on a retainer fee for a lawyer to sue them! For employers who do not volunteer severance payments without getting a solid waiver agreement signed by the employee in return (highly recommended), there remains a trap for those who think this means they do not need to be just as careful about their reason for firing the employee. To be sure, if an employee signs an enforceable waiver agreement in exchange for severance monies, he or she will not be able to then sue over their termination. But what if the employee rejects the severance and decides to challenge their termination? This happens more often than one might think and, unfortunately, many employers disregard their need to have a solid reason and defensible position for firing an employee simply because they are using a severance agreement with a waiver provision. Consequently, an employer that assumes an employee will waive his or her right to challenge its decision to terminate in exchange for a severance payment is taking a huge risk. My advice? Always have as “Plan A” a very solid, defensible position for terminating any employee. Severance agreements with waivers are a great “Plan B,” but they should never be “Plan A.” There simply is no getting around the need to always have a sound, justifiable and lawful reason for firing anyone, anytime, anywhere. No, at will employment is not dead, but it is of no use in defending against a claim of unlawful discharge. By the same token, using a severance agreement with a waiver of claims in the context of a termination very well may get an employer by any need to explain the reason for its decision, but only IF the employee accepts the offer. Every year, the lawyers of our law firm see dozens and dozens of lawsuits and charges of discrimination and/or retaliation filed with the EEOC or its similar state agencies, with allegations to the effect that: “I was discharged and my employer gave no reason why.”

In summary, always remember that employers must always have a reason for discharging an employee and taking away his/her ability to earn a living. Don’t be another employer that allows employment at will or severance and waiver agreements, to give the false sense of security that you do not need a solid reason for terminating any employee.

Courtesy of Wessels, Sherman, Joerg, Liszka, Laverty, Seneczko, P.C., 9800 Shelard Parkway, Suite 310, Minneapolis, MN 55441. Phone: (952) 746-1700.

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MEET THE MEMBER

Wayne Watson Autoworks Diagnostic & Repair Center

Woodbury, MN Member Since: 2011 How and when did you first get involved in the automotive repair industry?

I started out pumping gas while I was in high school, and after being there a while, was taught how to do oil changes and fix tires too. I was having a great time, and the shifts at work passed quickly.

About then, I realized that I really had a passion for fixing cars, and wanted to continue to do it as a career.

What inspired you to become a part of AASP-MN, and then, its Board?

I’m a good friend of [AASP-MN Past President] Dan Sjolseth, and he had been involved for years in the Association long before I joined. He kept after me to check it out and encouraged me to look into what a valuable tool membership could be. I finally listened to him and went to some functions put on by AASP-MN, and I instantly got involved. The Association, like me, is extremely committed to helping people and giving back to the industry.

What would you like to accomplish in your tenure as an AASP-MN Board member?

I see a definite lack of fresh faces coming into this workforce. Enrollments are down at the trade schools - and some programs are even disappearing - and that’s going to be a major issue. Together with the Association, I hope to try and reinvigorate the perception of the auto repair industry to students to entice them in. What I love about AASPMN is that, instead of just complaining that the industry is a certain way, the Association is committing to do something about those concerns.

My parents wanted me to go to college after graduation, but I convinced them to let me go to technical college instead, so I could focus on automotive repair. LuckWayne Watson (fourth from right), pictured with the staff ily, they let me go down this path, How has the industry changed of Autoworks Diagnostic & Repair Center. and I ended up at Dunwoody Inbetween when you first started dustrial Institute. I stayed on at the out and today? same service station over summer break, and by then I had learned Well, the technology, of course, has changed dramatically over 20 some advanced techniques and more involved repairs. I was enjoy- years. Unfortunately, though, like I said earlier, I see the lack of ining being a repairer, but always had it in the back of my mind that coming techs and advisors as what’s going to really change our inI’d own my own shop someday. I graduated from Dunwoody in dustry as we keep going. It used to be for the older guys in this 1987, and in 1993, at the age of 24, I was able to realize that dream industry - and I consider myself to be in that group - that you ended and open Autoworks Diagnostic & Repair Center. We’ve relocated up in auto repair because you either didn’t like school, or because the shop over the years, but 21 years later we’re still going strong, you liked cars, or because in taking woodworking or “shop” class with 10 full-time employees and several part-timers. continued on pg. 25

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INSURANCE I.Q.

Elevating Awareness & Prevention of Heat Stress Exposures By: Paul Beck, CSP, ARM, Senior Risk Consultant, CBIZ

Now that winter is behind us and the temperature begins to rise, so do the possibilities of heat-related complications for workers. Heat stress issues may be present year-round in almost any workplace, but during a few days or weeks each summer, they can become critical - sometimes life threatening.

Heat stress can result in several illnesses as well as decreased productivity and increased likelihood of injuries. Minnesota Department of Labor and Industry has developed a heat stress standard that is designed to protect employees against the risk of heat-induced illnesses and unsafe acts. Heat stress results from a combination of internal (body) heat production from doing work and external heat exposure from the environment. Both aspects must be addressed to properly control heat stress.

Minnesota Rules 5205.0110, subpart 2a is the Minnesota OSHA standard for heat exposure. The standard is based on the wet bulb globe temperature (WBGT) and level of work activity. Wet bulb globe temperature, as read by a heat stress monitor, takes three temperature readings: Dry-bulb (air temperature), natural wet-bulb (humidity and air movement) and globe temperature (radiant heat from sun or furnace). A two-hour time-weighted average effective temperature is used by MNOSHA to measure a short-term exposure to heat stress. The table below shows specific WBGT in relation to the type of work being done that should not be exceeded.

Table 1. Two-hour time-weighted average permissible heat exposure limits Work activity Heavy work Moderate work Light work

WBGT (Farenheit) 77 80 86

If the heat exposure limit has been exceeded, steps must be taken to reduce the temperature of the work environment, the time spent in the hot area and/or the amount of work done.

Heat disorders It is important to understand and recognize when an employee is experiencing heat-related health problems. Depending on the symptoms, the affected employee(s) may require more frequent breaks, increased water intake or immediate medical attention. The following list details some common heat disorders.

Treatment: Medical emergency. Call paramedics and start cooling victim immediately. Remove victim to a cool area. Soak clothing and skin with cool water, and use a fan to create air movement.

Shock may occur. Medical treatment is imperative.

Heat exhaustion Symptoms: Fatigue, weakness, dizziness, faintness, nausea, headache. Moist, clammy skin; pale or flushed. Rapid pulse. Normal or slightly elevated temperature.

Treatment: Have victim rest in a cool area and drink fluids.

Heat syncope Symptoms: Fainting while standing erect and immobile. A variant of heat exhaustion. Symptoms of heat exhaustion may precede fainting.

Treatment: Move victim to a cool area. Have victim rest and drink fluids.

Heat cramps Symptoms: Painful muscle spasms in the arms, legs or abdomen during or after hard physical work.

Treatment: Rest. Drink water and eat more salty foods.

Prevention The most common cause of heat related disorders is dehydraHeat stroke tion, but the body’s tolerance to heat is also a factor. Because of the Symptoms: Usually hot, dry skin; red, mottled or bluish. Sweating may still be present. Confusion, loss of consciousness, or convul- Midwest climate, most workers are not accustomed to frequent high sions. Rapid pulse. Temperature greater than 104ºF. When in doubt, temperatures and may require more time to adjust to the increased heat. The two most important methods of preventing heat disorders treat as heat stroke. Can be fatal.

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are hydration and acclimatization.

A critical factor in preventing heat illnesses is adequate water intake. It is important to promote frequent water intake throughout the day to prevent dehydration. Once dehydrated, it becomes difficult for the body to re-hydrate and relying on thirst as an indicator is a common mistake. Thirst is a sign that the body may already be experiencing the effects of dehydration. Workers should drink at least five to seven ounces of cool water every 15-20 minutes to help recover lost fluids. Under conditions of profuse sweating, an electrolyte replacement drink may be appropriate.

Another technique to help prevent heat disorders is acclimatization. This is the process of allowing workers to adapt to the rise in temperature in their work environment. A physiological adaptation will occur with repeated exposure to hot environments. The heart rate will decrease, sweating will increase, sweat will become more dilute, and body temperature will be lower. The ability to acclimatize varies among workers.

Protecting your employees from the effects of heat begins with recognizing when there is a problem. Through policy development, hazard recognition and proper training, you will keep your employees safe and healthy and will help improve production in any weather condition.

If you have any questions or would like more information on this topic, please call Dennis Spindler at 763-5492238, or email dspindler@cbiz.com. To obtain a copy of the MN DOL/OSHA Heat Stress Guide, visit, www.doli.state. mn.us/OSHA/PDF/heat_stress_guide.pdf.

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FEATURE

Creating Team Spirit

IN AN AUTO REPAIR SHOP

By Bob Cooper, Elite Worldwide

Henry Ford once said, “Coming together is a beginning.

Keeping together is progress. Working together is success.”

Clearly one of the keys to success in building an auto repair shop is having your entire staff working together as a team. The question is, how do you create an environment that fosters team spirit? Here are six easy steps that will not only help you create team spirit, but will help you build a more profitable, successful business at the same time.

Team spirit will always start with you, the business owner.

As an owner, it is your responsibility to set the goals of the company, to create the plan, to hire the superstars, to bring out the best in your people and to ensure the success of the company. By having clearly-defined goals for your company, it will not only keep you focused and motivated, but will help keep your entire team focused and motivated as well.

Step #1. Know your responsibilities.

Please don’t confuse your mission with your goals. Your “goals” are your objectives, whereas your “mission” is the rea-

Step #2. Define your mission.

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son for your goals. Over the years, I have discovered that when the people who work with me understand the mission of our company, they are far more committed to the goals. A Mission Statement for an auto repair shop may read something like this: “It is the mission of Elite Auto Service to provide extraordinary service to our customers, a safe and enjoyable workplace for our employees and an ethical environment that creates opportunity for all.” Once you have defined your Mission Statement, you should share it with your entire team, post it in your customer waiting area and incorporate it into the communications you have with your employees. If you haven’t drafted one yet, you may want to consider input from your entire team.

Here at Elite, we strongly believe that business owners need to hire for attitude, aptitude and ethics. As I am sure you will agree, you will have a hard time creating team spirit if you have employees who don’t truly enjoy what they are doing, and who are not 100% committed to customer satisfaction.

Step #3. Hire the stars.

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Step #4. Have the right compensation programs in place.

You need to have compensation programs that at least in part are based on overall shop productivity, otherwise everyone will focus on their own success rather than the common goals.

You should also avoid having your employees compete against one another. Although some management companies encourage shop owners to do so (to the point of posting the billable hours of each tech), we feel otherwise. If you have your employees compete against one another, you’ll inevitably have one winner, and the rest will view themselves as losers. As you can imagine, after a few weeks, you will notice an erosion of morale, and that your employees have little interest in helping one another.

What you should do is have each employee compete against themselves by setting individual productivity goals that are based on their experience, their skill levels and the opportunities that you provide to them. This way, they can all be winners.

Step #5. In order to create team spirit you need to provide consistent communication.

At Elite, we encourage all of our coaching clients to perform one-on-ones with each employee, where they can learn about their goals. We also encourage our clients to have regularly-scheduled employee meetings where they discuss the

goals of the company, the Mission Statement and any positive comments from their customers that will support the Mission Statement and fuel team spirit.

Step #6. As business owners, we need to feed the hearts of our employees as well as their stomachs.

The more you catch your people doing things right and the more you give them positive reinforcement and praise, the happier they will be. Combine this with clearly defined goals, a well-defined Mission Statement that your employees can embrace, the right incentives and consistent communication, and you will then have my promise: Not only will you be creating team spirit, but you will be building a more successful business, as well.

Since 1990, Bob Cooper has been the president of Elite Worldwide Inc. (www.EliteWorldwideStore.com), an ethicsbased company that helps both struggling and successful shop owners take their businesses to new levels through one-on-one coaching from the industry’s top experts. The company also offers shop owners sales, marketing and management seminars, along with service advisor training. You can contact Bob at contact@eliteworldwidestore.com, or at 800-204-3548.

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Pro Paint’s 7th Annual Buying Trade Show Coming to Baldwin, WI August 12 Pro Paint, the largest PPG platinum distributor in the Midwest, is proud to announce its upcoming 7th Annual Buying Trade Show, happening August 12 from 4pm - 9pm at The Orchard in Baldwin, WI. The event will offer a variety of informative seminars, live demos by airbrush artist Leah Gall, the chance to win a ton of great door prizes and even a special guest appearance by 16time NHRA Funny Car World Title Holder John Force!

Attendees are encouraged to sign up by August 8 by calling (800) 234-6898 or visiting Pro Paint online at www.propaintinc.com.

Seminar opportunities include: COLLISION SHOP BEST PRACTICES Presented By Darrell Amberson, Chairman of Automotive Service Association PROPER GUN SET UP AND CARE Presented by Graco PRE-TREATMENT PREMIER Presented by Doug Van Duyne IMPROVING TRANSFER EFFICIENCY & REDUCING VOC EMISSIONS ALONG WITH THE VIRTUAL PAINT SYSTEM Presented By Minnesota Technical Assistance Program (Mn-TAP) and Iowa Waste Reduction Center HANDS ON INTRO TO HOUSE OF KOLOR SHIMRIN2 Presented By Nick Dahl ENVIROBASE HIGH PERFORMANCE WATERBORNE RECERTIFICATION Presented By PPG ADJUSTRITE ESTIMATING Presented By Rick Westerman Pro Paint has two locations to serve the Midwest automotive repair industry: Pro Paint, Inc., in Baldwin, WI., and Pro Paint Metro, Inc. in Roseville.

For more information on Pro Paint or to sign up for the Buying Trade Show, please visit www.propaintinc.com.

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MEET THE MEMBER continued from pg. 13

you found that you were really good with your hands. Today, for instance, a lot of those hands-on classes no longer exist, so these students don’t even have the chance in some cases to realize that they’re capable of something like this, or that they’d enjoy it.

How would you help change the current state of the industry, if you could?

This is a great industry to be a part of and I really want to do something to keep it viable for years to come. I’ve been involved at Dunwoody over the years - I go there to talk to the current students and try to reach out to get them engaged. On a Board level, we are also brainstorming ways to create more of a presence in these students’ lives. Our industry is lacking that recruitment aspect. There are college fairs where a bunch of different industries are represented, but for the most part, collision or mechanical repair isn’t even on these kids’ radars. That can’t be - the well is getting dry.

What do you like to do when you’re not in the shop?

I like to stay active - running, hiking, that sort of thing - and I love anything with a motor on it. I enjoy boating, riding motorcycles, riding my dirt bike and anything that keeps me moving…and fast!

If you could live anywhere, where would you go?

Honestly, I really enjoy living in Minnesota. When I get closer to retirement age, I’ll look at maybe moving to a warmer climate, but for now, it’s a lot of fun living here. You get all four seasons…though the winters can be a little rough.

What’s the one thing you like the best about working in this industry?

It’s great to see people achieve their goals. It makes me proud that in this shop, I’ve created an environment where they are able to see what they can accomplish. And on top of that, being around cars, fixing them, using my brain…it’s all very rewarding at the end of the day.

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Cash in on Your Membership!

AASP-MN/Fryberger, Buchanan, Smith & Frederick Law Firm Legal Services Program The Fryberger law firm provides a full range of legal services, with 24 attorneys practicing in areas of specialization. The firm’s home office is in Duluth, MN, and it also has satellite offices in St. Paul, and Superior, WI. Here’s how AASP-MN’s program works…

• Calls can be placed via the firm’s toll-free number at 800-496-6789.

• AASP-MN members must identify themselves as such and indicate that they are calling for a consultation under the AASP-MN Legal Services Program. Members should be prepared to articulate the facts underlying their legal question.

• The call will be referred to an attorney or paralegal who specializes in the area of law which is the subject of the call.

• Initial consultation and advice (not to exceed ½ hour of legal services) will be provided at no charge.

• If the issue cannot be resolved in the initial consultation and additional research or legal action is required, the member may elect to engage the services of Fryberger, Buchanan, Smith and Frederick. The firm will charge reasonable fees for such services.

AASP-MN is pleased to offer this valuable benefit to its members. During the course of a day’s business, members come across relatively simple legal questions that, with access to affordable and appropriate expertise, are easily resolved. This program is designed to facilitate that process.

For more information, contact the AASP-MN office at 612623-1110 or 800-852-9071 or email aasp@aaspmn.org.

AASP-MN MEMBER BENEFIT PROGRAMS WORKERS’ COMP INSURANCE Meadowbrook Insurance Group Contact: Dennis Spindler 763-549-2238 / dspindler@cbizaia.com Up-front scheduled credit makes Meadowbrook one of the most competitive programs around for Worker‘s Compensation insurance. In addition, members are eligible to receive an annual dividend based on the group’s loss ratio. For more information, log on to www.wcpolicy.com/aaspmn.

PROPERTY/LIABILITY INSURANCE CBIZ AIA Contact: Dennis Spindler 763-549-2238 / dspindler@cbizaia.com CBIZ AIA will present AASP-MN members with quotes from multiple carriers for property/liability insurance and members can choose the program that best fits their situation. As an added bonus, CBIZ AIA will offer members an exclusive 10% discount on their property/liability insurance premiums.

EMPLOYEE BENEFITS CBIZ AIA Contact: Dennis Begley 763-549-2260 CBIZ AIA will provide AASP-MN member with quotes from multiple carriers for life insurance, health insurance, long-term care and disability insurance.

UNIFORM & LINEN SUPPLIES AmeriPride Services Contact: Jim Dillon 651-955-1398 • Fax: 952-738-3318 jim.dillon@ameripride.com Discounted pricing to members on rental of uniforms, entrance mats, shop rags, etc. Purchases are also discounted. Members receive annual rebate equal to 10% of their business with AmeriPride each year.

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CREDIT CARD PROCESSING Association BankCard Services Contact: Mac Hardin 952-933-2026 • Fax: 952-933-4595 mach@retailfinancialservices.biz Competitive rates for AASP-MN members. Terminals and printers sold at cost. Monthly rental of equipment is also available.

INDUSTRIAL & PAPER PRODUCTS Wipers & Wipes, Inc. Contact: Dennis Julson Phone: 651-486-4866 Fax: 651-486-4859 Discounts on industrial supplies and paper products.

Free, next-day delivery is available in the metro area.

Shipping free to outstate members with $100 purchase.

WEBSITE AND INTERNET MARKETING SOLUTIONS Net Driven Contact: Jon Napoli 218-623-7351 / 218-310-7285 Net Driven is a market leader in website and internet marketing solutions designed exclusively for the automotive industry. Net Driven assists independent tire and automotive industry dealers who are looking to increase revenue by selling more tires, service, and wheels. AASP-MN members who choose Net Driven are eligible for a $500 discount off their 1st year setup fees. For more information, contact Jon Napoli.

Stormlogix Contact: Paul Switzer 732-364-1156 / paul.switzer@stormlogix.com Stormlogix extends a discount on its website packages to AASP members. Costs can be spread out over 6 months.

TECHNICAL INFORMATION HOTLINE IDENTIFIX Phone: 800-288-6220 Fax: 651-633-2188 Members enjoy discounted prices on the industry’s #1 technical information hotline. One free call is extended to all first-time AASP-MN member callers.

BUSINESS FORMS/CALENDARS AASP-MN Contact: Jodi Pillsbury Phone: 612-623-1110 or toll free 800-852-9071 Fax: 612-623-1122 / jodi@aaspmn.org Discount rate on printed business forms and calendars.

SHOP SERVICES Summit Software & Mobile Solutions Contact: Frank Terlep 888-377-2661 / fterlep@summitsoftwaresolutions.com.

Website: www.emarketingsherpas.com AASP members receive a $50 discount on their annual e-Marketplace subscription, a digital marketing system that includes mobile phone apps and a complete customer service, sales, marketing, advertising and communication platform.

INFORMATION PROVIDERS Mitchell1 Contact: Mitchell1 Representative Phone: 888-724-6742 x 6986 AASP members are eligible for special Mitchell 1 information and management programs at significant discounts. For more information, log onto www.mitchell1.com or contact the Mitchell 1 representative at 888-724-6742, X6986.

Mitchell International Contact: Mitchell International Representative Phone: 800-238-9111 AASP members receive a 15% discount on any Mitchell RepairCenter TechAdvisor package. Visit http://repaircenter.mitchell.com/Catalog/OEM Repair.aspx for more information.

AASP News

PAYROLL PROCESSING CBIZ Payroll Contact: Bob Willbanks 612-298-1176 / bwillbanks@cbiz.com Members receive 20% discount off standard payroll products and services (excluding 401k). Members who switch prior to June 30 will receive first month of payroll processing free.

CHECK GUARANTEE SERVICES Certegy Check Services Contact: Heather Ellis 952-240-5017 / heather.ellis@fisglobal.com Discount rate of .75% to AASP-MN members. Use existing credit card terminal. Fast claim payments.

BUSINESS COACHING 180BIZ 540-833-2014 / info@180biz.com Website: www.180biz.com 180BIZ offers BUSINESS COACHING to AASP members at a steep 20% discount! One Eighty Business Solutions LLC (180BIZ) has been helping shop owners increase profits and car count while decreasing stress since 2003.

AASP members receive a discount on very affordable oneon-one coaching plans without long-term commitments and complicated contracts. 180BIZ offiers a risk-free trial of their services. To learn more, please call or email us, or visit our website.

REPLACEMENT PARTS Dorman Products Phone: 800-868-5777, ext. 5329 Website: www.dormanproducts.com AASP members receive insider information, special access and other perks from Dorman Products, a leading supplier of dealer “exclusive” automotive replacement parts.

LEGAL CONSULTATION Fryberger, Buchanan, Smith & Frederick Phone: 800-496-6789 Fax: 218-725-6800 Members receive free, over-the-phone legal assessment and consultation (some restrictions apply) with an attorney who specializes in the area of law that is the subject of the call.

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