AASP-MN News July 2014

July 2014

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AASP News2 July 2014

AASP News July 2014 3

CONTENTSVol. 22 No. 7

AASP of Minnesota is an association of independ-ently-owned automotive service businesses and industry suppliers dedicatedto improving the state’s auto-motive service industry andthe success of its members.

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: [email protected] • website: aaspmn.org. All rights reserved. To keep its readers better informed, AASP News allows itscolumnists 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-MN BOARD MEMBERS 2014 - 2015

PRESIDENTJerald Stiele

IMMEDIATE PAST PRESIDENTDan Sjolseth, AAM

SECRETARY-TREASURER Tom Gleason

COLLISION DIVISION DIRECTORJoyce Weinhandl

MECHANICAL DIVISION DIRECTORGreg Kasel, AAM

ASSOCIATE DIVISION DIRECTORKevin Martin

COLLISION SEATMike Cox, AAM

Jim Siegfried, AAM

MECHANICAL SEATWayne Watson

STAFFEXECUTIVE DIRECTORJudell Anderson, CAE, AAM

OFFICE ADMINISTRATORJodi Pillsbury

MEMBERSHIP COORDINATORTom Kluver

PUBLISHED BY: Thomas Greco Publishing, Inc.244 Chestnut St., Suite 202 Nutley, NJ 07110PHONE: 973-667-6922 • FAX: 973-235-1963ADVERTISING: 800-991-1995 • [email protected]

PUBLISHER: Thomas Greco ([email protected])ADVERTISING DIRECTOR: Norman Morano ([email protected])MANAGING EDITOR: Alicia Figurelli ([email protected])EDITOR: Joel Gausten ([email protected])ART DIRECTOR: Lea Velocci ([email protected])OFFICE MANAGER: Sofia Cabrera ([email protected])

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LOOK AT WHAT YOU CAN FIND ON THE AASP-MN WEBSITE! ....................6

LEGISLATIVE UPDATE ..................................................................7Work Begins For the 2015 Legislative Sessionby Kevin Walli, AASP-MN Lobbyist

LOCAL NEWS ..........................................................................8

F.Y.I. ......................................................................................11Two Common Misconceptions Concerning Terminating an Employeeby James B. Sherman, Esq.

MEET THE MEMBER ....................................................................13Wayne Watson, Autoworks Diagnostic & Repair Center

INSURANCE I.Q. ........................................................................16Elevating Awareness & Prevention of Heat Stress Exposuresby Paul Beck, CSP, ARM, Senior Risk Consultant, CBIZ

FEATURE..................................................................................18Creating Team Spirit in an Auto Repair Shopby Bob Cooper, Elite Worldwide

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

ADVERTISER’S INDEX

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

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


Welcomes New MembersMAY 2014

Bird’s Auto RepairPine Island

Carver General RepairMaplewood

Honest 1AnokaEagan

Maple GroveMinneapolis (Uptown)

Pearl InsuranceEden Prairie


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

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 OUTWWW.AASPMN.ORG

TODAY!

AASP-MNWEBSITE!

2015 Automotive Aftermarket Calendars

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

(612) 623-1110 or (800) 852-9071


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 arealready laying the groundwork for next year. Our immediate focusis not on meetings with legislators; rather, we are beginning thework of refining our legislative proposals and honing the argu-ments we will use with legislators.

Our primary initiative in 2014 focused on preventing insurersfrom imposing mandates on repair shops in the insurance claimsprocess. One of the challenges we faced was an insurance industryclaim that they hadn’t had a full discussion of our proposal awayfrom the Capitol, in advance of the Session. It is common practicefor the Commerce Committee of the House and Senate to urge par-ties to meet, discuss and attempt to resolve differences in legisla-tion prior to coming before the Committee.

In our view, the insurance industry knew full well what therepair industry was proposing, but used this tactic to delay consid-eration 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 com-mittee was March 21. Getting on the Committee agenda proved tobe challenging and a lot of bills suffered the same fate that oursdid this past Session.

We now have the opportunity to hold more detailed internaldiscussions about our objectives. We will be able to refine our lan-guage and our arguments for meetings with the insurance industryand with key legislators – well in advance of the 2015 session.

In addition to our work in the area of insurance claims pro-cessing, we are looking for additional issues to add to our 2015agenda. If you have an issue or concern that AASP-MN might ad-dress through the legislative process, please contact the Associa-tion office or one of your colleagues who serves on the appropriateadvisory committee so that we have ample time to consider addi-tional proposals for the coming year.

MN Legislature Enacts Lead Wheel Weight BanOn May 16, Minnesota Governor Mark Dayton signed into law

legislation that bans the installation, sale and distribution of leadand mercury-based wheel balance weights. The law also requiresproper recycling of all lead and mercury weights that are removedfrom vehicles. Businesses can work with their wheel weight sup-pliers or local scrap yards to make sure this is done properly. Thelaw becomes effective on January 1, 2016.

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

Grants Available – Act SoonHave you thought about making changes at your shop, but the

price tag held you back? If the changes will reduce the use of certainchemicals, you may be eligible for a grant from the Minnesota Pol-lution Control Agency (MPCA).

The chemicals in question are known as VOCs, which standsfor volatile organic compounds. You may recognize them as theodors coming from paints, thinners and parts washers. VOCs affecteveryone’s health, both inside and outside the shop. When they arevented from your shop and released into the atmosphere they be-come 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 tohappen in the next couple of years. Current levels of VOCs in Min-nesota are high enough that many areas of the state won’t meet theupdated federal standards, which could trigger costly regulatory re-quirements.

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

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

• 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 re-duce VOCs in your shop. MnTAP is a program of the University ofMinnesota 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 productchanges, but those are just the tip of the iceberg. Because VOCs arepresent 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 match10 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

thinners, installing solvent recovery stills, upgrading or replacingequipment, purchasing energy efficient equipment or using courtesyvehicles more efficiently.

Never applied for a grant before? Staff at MnTAP can help youput together your application. To discuss your ideas or work on yourgrant application, contact Matt Domski at MnTAP at 612-624-5119or [email protected].

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

AASP-MN Thanks Our Sponsors!

Program SponsorsAASP National

AkzoNobel Performance CoatingsAuto Care Association

Auto Value Parts Stores/APHAutoshop SolutionsBill Smith Foundation

CarbenchCARQUEST

Dent ImpressionsDentsmart PDR

Keystone AutomotivePPG Automotive Finishes

WorldPac

Hospitality Sponsors3M

aaa Auto PartsAAA Minnesota/Iowa

Aeromotive Services, Inc.AmeriPride Services

AudaExploreAxalta Coating Systems

BASFCBIZ AIA

CCC Information ServicesChoice Auto RentalDorman ProductsHertz Corporation

IDENTIFIXInver Grove Ford LincolnKeystone Automotive

Lowell’s Performance CoatingsMalco Products, Inc.

Meadowbrook InsuranceMidwest Parts AdvantageMitchell International

Mitchell1Noble Conservation SolutionsNorton Automotive Aftermarket

O’Reilly Auto PartsPAM’s Auto, Inc.

Pro PaintSherwin WilliamsSuburban Chevrolet


LOCAL NEWS


Having represented employers in the field of labor and em-ployment law for more than 25 years, I have had the opportunityto work with thousands of companies from more than 30 states andvirtually every industry imaginable. As I am sure holds true formany veteran human relations professionals, I sometimes feel thatI have “seen it all.” Among the things I have seen - the uplifting,the bizarre, the exciting, as well as the mundane - there remain cer-tain assumed conventional wisdoms when it comes to terminatingemployees that simply do not hold water, yet they continue to existand cause employers trouble in many a workplace, year after year.I would like to expose two of the more common misconceptionsabout employee terminations, once and for all, in an effort to getemployers to do away with them before they cause any further legalproblems:

1. “WE DON’T NEED A REASON TO FIRE JOHN/JANE - HE/SHE ISAN ‘EMPLOYEE AT WILL.’”

Those employers who still think “employment at will” literallymeans 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 employ-ment at will ostensibly means that either the employer or employeemay end the relationship at any time, for any lawful reason or noreason at all, it is a concept that is hundreds of years old. Employ-ment at will may have meant a lot at one time, but that was longbefore such laws as Title VII of the Civil Rights Act of 1964, theAge Discrimination in Employment Act of 1967, the Americanswith Disabilities Act of 1993 and the Family and Medical LeaveAct of 1995 were enacted, not to mention many more state and localemployment laws. A very simple way for employers to realize how employment

at will does little for them when contemplating a termination, is toask themselves: “If we discharge John/Jane and he/she alleges wedid it in violation of one or more of the vast multitude of federal,state and/or local discrimination, retaliation, whistleblower, wrong-ful discharge or other laws, can we defend against the claim(s) sim-ply by invoking the ‘employment at will doctrine’ and give noreason for our decision?” Obviously, the answer is “no.” In this dayand age, employers always need a reason - and a very good one atthat - well supported in the facts, and prior to discharging anyone,in order to defend against a discharged employee’s allegations thatthe decision was somehow unlawful. Invoking employment at willto say that no reason is needed is a dead loser in this scenario. Wantmy advice? Besides still being careful to include “employment atwill” language in handbooks, offers of employment and employ-ment contracts, leave that doctrine to lawyers to use in legal briefsand 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 AREGIVING 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 ter-minated employee with a voluntary severance payout, thinking itwill serve to buy good will, frequently find that their money hasserved as the individual’s down payment on a retainer fee for alawyer to sue them! For employers who do not volunteer severancepayments without getting a solid waiver agreement signed by theemployee in return (highly recommended), there remains a trap forthose who think this means they do not need to be just as carefulabout their reason for firing the employee. To be sure, if an em-ployee signs an enforceable waiver agreement in exchange for sev-erance monies, he or she will not be able to then sue over theirtermination. But what if the employee rejects the severance and de-cides to challenge their termination? This happens more often thanone might think and, unfortunately, many employers disregard theirneed to have a solid reason and defensible position for firing anemployee simply because they are using a severance agreementwith a waiver provision. Consequently, an employer that assumesan employee will waive his or her right to challenge its decision toterminate in exchange for a severance payment is taking a hugerisk. My advice? Always have as “Plan A” a very solid, defensibleposition for terminating any employee. Severance agreements withwaivers 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, any-where. No, at will employment is not dead, but it is of no use in de-fending against a claim of unlawful discharge. By the same token,using a severance agreement with a waiver of claims in the contextof a termination very well may get an employer by any need to ex-plain the reason for its decision, but only IF the employee acceptsthe offer. Every year, the lawyers of our law firm see dozens anddozens of lawsuits and charges of discrimination and/or retaliationfiled with the EEOC or its similar state agencies, with allegationsto the effect that: “I was discharged and my employer gave no rea-son why.” In summary, always remember that employers must always

have a reason for discharging an employee and taking away his/herability to earn a living. Don’t be another employer that allows em-ployment at will or severance and waiver agreements, to give thefalse 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.

Two Common Misconceptions Concerning Terminating an Employee

F.Y.I

By: James B. Sherman, Esq.

July 2014 13

Wayne WatsonAutoworks Diagnostic & Repair CenterWoodbury, MNMember Since: 2011

How and when did you first get involved in the automotive repair industry?I started out pumping gas while Iwas in high school, and after beingthere a while, was taught how todo oil changes and fix tires too. Iwas having a great time, and theshifts at work passed quickly.About then, I realized that I reallyhad a passion for fixing cars, andwanted to continue to do it as a ca-reer.

My parents wanted me to go tocollege after graduation, but I con-vinced them to let me go to tech-nical college instead, so I couldfocus on automotive repair. Luck-ily, they let me go down this path,and I ended up at Dunwoody In-dustrial Institute. I stayed on at thesame service station over summer break, and by then I had learnedsome advanced techniques and more involved repairs. I was enjoy-ing being a repairer, but always had it in the back of my mind thatI’d own my own shop someday. I graduated from Dunwoody in1987, and in 1993, at the age of 24, I was able to realize that dreamand open Autoworks Diagnostic & Repair Center. We’ve relocatedthe shop over the years, but 21 years later we’re still going strong,with 10 full-time employees and several part-timers.

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, andhe had been involved for years in the Association long before Ijoined. He kept after me to check it out and encouraged me to lookinto what a valuable tool membership could be. I finally listenedto him and went to some functions put on by AASP-MN, and I in-stantly got involved. The Association, like me, is extremely com-mitted 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 facescoming into this workforce. Enroll-ments are down at the trade schools- and some programs are even dis-appearing - and that’s going to be amajor issue. Together with the As-sociation, I hope to try and reinvig-orate the perception of the autorepair industry to students to enticethem in. What I love about AASP-MN is that, instead of just com-plaining that the industry is acertain way, the Association iscommitting to do something aboutthose concerns.

How has the industry changedbetween when you first startedout and today?

Well, the technology, of course, has changed dramatically over 20years. Unfortunately, though, like I said earlier, I see the lack of in-coming techs and advisors as what’s going to really change our in-dustry as we keep going. It used to be for the older guys in thisindustry - and I consider myself to be in that group - that you endedup in auto repair because you either didn’t like school, or becauseyou liked cars, or because in taking woodworking or “shop” class

MEET THE MEMBER

Wayne Watson (fourth from right), pictured with the staff of Autoworks Diagnostic & Repair Center.

continued on pg. 25

AASP News


Now that winter is behind us and the temperature begins torise, so do the possibilities of heat-related complications for work-ers. Heat stress issues may be present year-round in almost anyworkplace, but during a few days or weeks each summer, they canbecome critical - sometimes life threatening.

Heat stress can result in several illnesses as well as decreasedproductivity and increased likelihood of injuries. Minnesota De-partment of Labor and Industry has developed a heat stress standardthat is designed to protect employees against the risk of heat-in-duced illnesses and unsafe acts. Heat stress results from a combi-nation of internal (body) heat production from doing work andexternal heat exposure from the environment. Both aspects mustbe addressed to properly control heat stress.

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

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

Heat disordersIt is important to understand and recognize when an employee

is experiencing heat-related health problems. Depending on thesymptoms, the affected employee(s) may require more frequentbreaks, increased water intake or immediate medical attention. Thefollowing list details some common heat disorders.

Heat strokeSymptoms: Usually hot, dry skin; red, mottled or bluish. Sweatingmay still be present. Confusion, loss of consciousness, or convul-sions. Rapid pulse. Temperature greater than 104ºF. When in doubt,treat as heat stroke. Can be fatal.

Treatment: Medical emergency. Call paramedics and start coolingvictim immediately. Remove victim to a cool area. Soak clothingand skin with cool water, and use a fan to create air movement.Shock may occur. Medical treatment is imperative.

Heat exhaustionSymptoms: Fatigue, weakness, dizziness, faintness, nausea,headache. Moist, clammy skin; pale or flushed. Rapid pulse. Nor-mal or slightly elevated temperature. Treatment: Have victim rest in a cool area and drink fluids.

Heat syncopeSymptoms: Fainting while standing erect and immobile. A variantof heat exhaustion. Symptoms of heat exhaustion may precedefainting. Treatment: Move victim to a cool area. Have victim rest and drinkfluids.

Heat crampsSymptoms: Painful muscle spasms in the arms, legs or abdomenduring or after hard physical work. Treatment: Rest. Drink water and eat more salty foods.

PreventionThe most common cause of heat related disorders is dehydra-

tion, but the body’s tolerance to heat is also a factor. Because of theMidwest climate, most workers are not accustomed to frequent hightemperatures and may require more time to adjust to the increasedheat. The two most important methods of preventing heat disorders

Elevating Awareness & Prevention of Heat Stress Exposures

By: Paul Beck, CSP, ARM, Senior Risk Consultant, CBIZ

INSURANCE I.Q.

Table 1. Two-hour time-weighted average permissible heatexposure limits

Work activity WBGT (Farenheit)Heavy work 77Moderate work 80Light work 86

HAVE YOU “LIKED” US???AASP-MN has a Facebook page!

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are hydration and acclimatization.A critical factor in preventing heat

illnesses is adequate water intake. It isimportant to promote frequent water in-take throughout the day to prevent dehy-dration. Once dehydrated, it becomesdifficult for the body to re-hydrate and re-lying on thirst as an indicator is a com-mon mistake. Thirst is a sign that thebody may already be experiencing the ef-fects of dehydration. Workers shoulddrink at least five to seven ounces of coolwater every 15-20 minutes to help re-cover lost fluids. Under conditions of pro-fuse sweating, an electrolyte replacementdrink may be appropriate.

Another technique to help preventheat disorders is acclimatization. This isthe process of allowing workers to adaptto the rise in temperature in their workenvironment. A physiological adaptationwill occur with repeated exposure to hotenvironments. The heart rate will de-crease, sweating will increase, sweat willbecome more dilute, and body tempera-ture will be lower. The ability to acclima-tize varies among workers.

Protecting your employees from theeffects of heat begins with recognizingwhen there is a problem. Through policydevelopment, hazard recognition andproper training, you will keep your em-ployees safe and healthy and will helpimprove production in any weather con-dition.

If you have any questions or wouldlike more information on this topic,please call Dennis Spindler at 763-549-2238, or email [email protected]. Toobtain a copy of the MN DOL/OSHAHeat Stress Guide, visit, www.doli.state.mn.us/OSHA/PDF/heat_stress_guide.pdf.

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 repairshop is having your entire staff working together as a team. Thequestion is, how do you create an environment that fosters teamspirit? Here are six easy steps that will not only help you createteam spirit, but will help you build a more profitable, successfulbusiness at the same time.

Step #1. Know your responsibilities. Team spirit will always start with you, the business owner.

As an owner, it is your responsibility to set the goals of thecompany, to create the plan, to hire the superstars, to bring outthe best in your people and to ensure the success of the com-pany. By having clearly-defined goals for your company, it willnot only keep you focused and motivated, but will help keepyour entire team focused and motivated as well.

Step #2. Define your mission. Please don’t confuse your mission with your goals. Your

“goals” are your objectives, whereas your “mission” is the rea-

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

Step #3. Hire the stars. Here at Elite, we strongly believe that business owners

need to hire for attitude, aptitude and ethics. As I am sure youwill agree, you will have a hard time creating team spirit if youhave employees who don’t truly enjoy what they are doing, andwho are not 100% committed to customer satisfaction.

Creating Team Spirit IN AN AUTO REPAIR SHOP

By Bob Cooper, Elite Worldwide

FEATURE


Step #4. Have the right compensation programs inplace.

You need to have compensation programs that at least inpart are based on overall shop productivity, otherwise everyonewill focus on their own success rather than the common goals.You should also avoid having your employees compete againstone another. Although some management companies encourageshop owners to do so (to the point of posting the billable hoursof each tech), we feel otherwise. If you have your employeescompete 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, andthat your employees have little interest in helping one another.What you should do is have each employee compete againstthemselves by setting individual productivity goals that arebased on their experience, their skill levels and the opportuni-ties that you provide to them. This way, they can all be win-ners.

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

At Elite, we encourage all of our coaching clients to per-form one-on-ones with each employee, where they can learnabout their goals. We also encourage our clients to have regu-larly-scheduled employee meetings where they discuss the

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

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

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

Since 1990, Bob Cooper has been the president of EliteWorldwide Inc. (www.EliteWorldwideStore.com), an ethics-based company that helps both struggling and successful shopowners take their businesses to new levels through one-on-onecoaching from the industry’s top experts. The company also of-fers shop owners sales, marketing and management seminars,along with service advisor training. You can contact Bob [email protected], or at 800-204-3548.

AASP News July 2014 19AASP News July 2014 19


Pro Paint’s 7th Annual Buying Trade Show Coming to Baldwin, WI

August 12Pro Paint, the largest PPG platinum distributor in

the Midwest, is proud to announce its upcoming 7th An-nual Buying Trade Show, happening August 12 from4pm - 9pm at The Orchard in Baldwin, WI. The event willoffer a variety of informative seminars, live demos by air-brush artist Leah Gall, the chance to win a ton of greatdoor prizes and even a special guest appearance by 16-time NHRA Funny Car World Title Holder John Force!

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

Seminar opportunities include:

COLLISION SHOP BEST PRACTICESPresented By Darrell Amberson, Chairman of

Automotive Service Association

PROPER GUN SET UP AND CAREPresented by Graco

PRE-TREATMENT PREMIERPresented by Doug Van Duyne

IMPROVING TRANSFER EFFICIENCY & REDUCING VOC EMISSIONS ALONG WITH

THE VIRTUAL PAINT SYSTEMPresented 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 ESTIMATINGPresented By Rick Westerman

Pro Paint has two locations to serve the Midwestautomotive repair industry: Pro Paint, Inc., in Baldwin,

WI., and Pro Paint Metro, Inc. in Roseville.

For more information on Pro Paint orto sign up for the Buying Trade Show,

please visit www.propaintinc.com.


you found that you were really good withyour hands. Today, for instance, a lot ofthose hands-on classes no longer exist, sothese students don’t even have the chancein some cases to realize that they’re ca-pable of something like this, or thatthey’d enjoy it.

How would you help change the cur-rent state of the industry, if you could?This is a great industry to be a part of andI really want to do something to keep itviable for years to come. I’ve been in-volved at Dunwoody over the years - I gothere to talk to the current students andtry to reach out to get them engaged. Ona Board level, we are also brainstormingways to create more of a presence inthese students’ lives. Our industry is lack-ing that recruitment aspect. There are col-lege fairs where a bunch of differentindustries are represented, but for themost part, collision or mechanical repairisn’t even on these kids’ radars. Thatcan’t be - the well is getting dry.

What do you like to do when you’renot in the shop?I like to stay active - running, hiking, thatsort of thing - and I love anything with amotor on it. I enjoy boating, riding mo-torcycles, riding my dirt bike and any-thing that keeps me moving…and fast!

If you could live anywhere, wherewould you go?Honestly, I really enjoy living in Min-nesota. When I get closer to retirementage, I’ll look at maybe moving to awarmer climate, but for now, it’s a lot offun living here. You get all four sea-sons…though the winters can be a littlerough.

What’s the one thing you like the bestabout working in this industry? It’s great to see people achieve theirgoals. It makes me proud that in thisshop, I’ve created an environment wherethey are able to see what they can accom-plish. And on top of that, being aroundcars, fixing them, using my brain…it’s allvery rewarding at the end of the day.

MEET THE MEMBER

continued from pg. 13


Cash in on Your Membership!

AASP-MN/Fryberger, Buchanan, Smith & Frederick Law Firm Legal Services Program

WORKERS’ COMP INSURANCEMeadowbrook Insurance GroupContact: Dennis Spindler763-549-2238 / [email protected] scheduled credit makes Meadowbrook one ofthe most competitive programs around for Worker‘sCompensation insurance. In addition, members areeligible to receive an annual dividend based on thegroup’s loss ratio. For more information, log on towww.wcpolicy.com/aaspmn.

PROPERTY/LIABILITY INSURANCECBIZ AIAContact: Dennis Spindler763-549-2238 / [email protected] AIA will present AASP-MN members with quotesfrom multiple carriers for property/liability insurance andmembers can choose the program that best fits their situa-tion. As an added bonus, CBIZ AIA will offer members anexclusive 10% discount on their property/liability insur-ance premiums.

EMPLOYEE BENEFITSCBIZ AIAContact: Dennis Begley763-549-2260CBIZ AIA will provide AASP-MN member with quotesfrom multiple carriers for life insurance, health insur-ance, long-term care and disability insurance.

UNIFORM & LINEN SUPPLIESAmeriPride ServicesContact: Jim Dillon651-955-1398 • Fax: 952-738-3318 [email protected] pricing to members on rental of uniforms,entrance mats, shop rags, etc. Purchases are also dis-counted. Members receive annual rebate equal to10% of their business with AmeriPride each year.

CREDIT CARD PROCESSINGAssociation BankCard ServicesContact: Mac Hardin952-933-2026 • Fax: 952-933-4595 [email protected] rates for AASP-MN members. Terminalsand printers sold at cost. Monthly rental of equipmentis also available.

INDUSTRIAL & PAPER PRODUCTSWipers & Wipes, Inc.Contact: Dennis JulsonPhone: 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 pur-chase.

WEBSITE AND INTERNET MARKETING SOLUTIONSNet DrivenContact: Jon Napoli218-623-7351 / 218-310-7285Net Driven is a market leader in website and internetmarketing solutions designed exclusively for the auto-motive industry. Net Driven assists independent tireand automotive industry dealers who are looking toincrease revenue by selling more tires, service, andwheels. AASP-MN members who choose Net Drivenare eligible for a $500 discount off their 1st year setupfees. For more information, contact Jon Napoli.

StormlogixContact: Paul Switzer732-364-1156 / [email protected] extends a discount on its website pack-ages to AASP members. Costs can be spread outover 6 months.

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

BUSINESS FORMS/CALENDARSAASP-MNContact: Jodi PillsburyPhone: 612-623-1110 or toll free 800-852-9071 Fax: 612-623-1122 / [email protected] rate on printed business forms and calendars.

SHOP SERVICESSummit Software & Mobile SolutionsContact: Frank Terlep 888-377-2661 /[email protected]. Website: www.emarketingsherpas.comAASP members receive a $50 discount on their an-nual e-Marketplace subscription, a digital marketingsystem that includes mobile phone apps and a com-plete customer service, sales, marketing, advertisingand communication platform.

INFORMATION PROVIDERSMitchell1Contact: Mitchell1 RepresentativePhone: 888-724-6742 x 6986AASP members are eligible for special Mitchell 1 in-formation and management programs at significantdiscounts. For more information, log ontowww.mitchell1.com or contact the Mitchell 1 representa-tive at 888-724-6742, X6986.

Mitchell International Contact: Mitchell International Representative Phone: 800-238-9111AASP members receive a 15% discount on anyMitchell RepairCenter TechAdvisor package. Visithttp://repaircenter.mitchell.com/Catalog/OEMRepair.aspx for more information.

PAYROLL PROCESSINGCBIZ PayrollContact: Bob Willbanks612-298-1176 / [email protected] receive 20% discount off standard payrollproducts and services (excluding 401k). Memberswho switch prior to June 30 will receive first month ofpayroll processing free.

CHECK GUARANTEE SERVICESCertegy Check ServicesContact: Heather Ellis952-240-5017 / [email protected] rate of .75% to AASP-MN members. Use existing credit card terminal. Fast claim payments.

BUSINESS COACHING180BIZ540-833-2014 / [email protected]: www.180biz.com180BIZ offers BUSINESS COACHING to AASP membersat a steep 20% discount! One Eighty Business SolutionsLLC (180BIZ) has been helping shop owners increaseprofits and car count while decreasing stress since 2003.AASP members receive a discount on very affordable one-on-one coaching plans without long-term commitmentsand complicated contracts. 180BIZ offiers a risk-free trialof their services. To learn more, please call or email us, orvisit our website.

REPLACEMENT PARTSDorman ProductsPhone: 800-868-5777, ext. 5329Website: www.dormanproducts.comAASP members receive insider information, specialaccess and other perks from Dorman Products, aleading supplier of dealer “exclusive” automotive re-placement parts.

LEGAL CONSULTATIONFryberger, Buchanan, Smith & FrederickPhone: 800-496-6789 Fax: 218-725-6800Members receive free, over-the-phone legal assess-ment and consultation (some restrictions apply) withan attorney who specializes in the area of law that isthe subject of the call.

AASP-MN MEMBER BENEFIT PROGRAMS

The Fryberger law firm provides a full range of legal services,with 24 attorneys practicing in areas of specialization. The firm’shome 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 mem-bers. During the course of a day’s business, members come acrossrelatively simple legal questions that, with access to affordable andappropriate expertise, are easily resolved. This program is designedto facilitate that process.

For more information, contact the AASP-MN office at 612-623-1110 or 800-852-9071 or email [email protected].

AASP-MN News July 2014

Documents

Transcript of AASP-MN News July 2014