Employees?

[CGlenn]

If you have employess, I would be interested to know how much you pay them, for example, to sit at a location and perform repairs. How do you battle cash jobs they may do and you never find out about. Taxes? Do you have them sign an agreement not to go into business in direct competition with you? I am wanting to set up a location and have someone work it while I handle the mobile repairs. My main concern is pay scale? Any suggestions or opinions would be greatly appreciated. Thanks.

[Sneck]

Hi CGlen,

Although I have never had an employee in my part-time wsr business, I kinda know people... I mean I have been with my employer for 15 years and I have seen good people come and go for one reason or another. Some were dishonest, some went to work for competition - and had the balls to earn a salary from from my employer AND my employers competition at the same time! That guy was lucky he didn't get sued.
And some simply left for greener pastures. The ones that have stayed for 15, 20, 25 and even 30+ years are the ones that I can say are the "core" group. These are the ones that earned their place because they worked hard, and stayed loyal to the company - and therefore the company treats them right.

When I first started with my employer 15 years ago, I never really felt like I was part of the "team", (I do now). I guess it just took me a long time to feel like I fit in. I kept working hard and I did everything I could to make myself a more valueable employee, and it has paid off. I have worked my way into a job I love and am lucky to also enjoy the people I work with.

I know your question CGlenn is about pay-scale, and I really don't have an answer on that, but I would add that if you hire somone that you feel is a good worker and you want to keep him/her, be sure to show interest in that employee - challenge him/her in ways that will make him/her a smarter and stronger person. And definately make that person feel that they are a valuable and necessary part of the "team". Your new employee may have ideas that you haven't thought of that could improve your business or marketing. So be sure to "listen" to your new "team-mate", and take them seriously. Just because they are somebody new doesn't mean they don't know anything.

... Just my thoughts on new employees,

Sneck

[a1repair]

Greeting CGLENN,

If you have employess, I would be interested to know how much you pay them, for example, to sit at a location and perform repairs. How do you battle cash jobs they may do and you never find out about. Taxes? Do you have them sign an agreement not to go into business in direct competition with you? I am wanting to set up a location and have someone work it while I handle the mobile repairs. My main concern is pay scale? Any suggestions or opinions would be greatly appreciated. Thanks.

Presently, we have two employees, both are paid by the hour. They are paid by the hour now (and extremely well I might add) because there's enough business to accommodate that type of payroll. But that was not always the case.

In the beginning, years ago, other employees were given straight commission. anywhere from 40% to as much as 60% of their own sales. Those on commission supplied their own vehicle. At that time it was a good way of keeping a handle on expenses. It's a sure way of not having to pay someone for not having made any sales/repairs. Never did any go without a paycheck, they were paid in conjuction to how busy they got themselves, and, the work they had done. In my opinion,commission is an excellent way of making sure that you don't get financially strapped. And is it is a fair for everybody all.

NON-COMPETE AGREEMENTS,
They are in my opinion of utmost importance, and, it would be imprudent to hire anyone, who, without ANY reservations, would agree to signing it. I get that out of the way immediately! (I've had one guy who attempted to start his own business while working for me). If someone does not agree to the terms in the NON-COMPETE, then they cannot work for us.

How do I battle cash jobs? My employees are stand-uphonest guys, and our invoices are numbered. Any voided invoices are to be turned in. NO EXCEPTIONS. They tell me whenever they do a repair for a buddy, or dealership manager, etc. They don't charge and have no problem with that.

As far as a fixed location, we still do not have one here in Vermont, and, have found that, that is another excellent way to keep expenses down. We have 3 mobile units and we go look for work 5 days a week.

I hope some of that helps!

[CGlenn]

Thanks for the info. I have considered taking $20 from every repair until they reach a pre-determined amount (ie $250). After that, the rest of what they make is theirs. I thought this seemed fair and motivates the person to do more repairs. With the gas prices, I think I would like to get an enclosed trailer to use as a place to keep equipment and as a stationary billboard for the employee to work out of.

I would also be interested if ayone has a copy of a non-compete clause they could e-mail or fax me.
texansnstros@hotmail.com
fax - 309-273-3963

[CGlenn]

Does anyone else have a pay plan that works well and is fair to both the owner and the employee? I want to keep good employees happy, but I also want to make sure I'm not adding extra work for myself without making any money off of it.

[PureGeniusbutslow]

Hey if you wouldnt mind, please send me the informtion on the clause and anything else you might have regarding the employees. Vertical_strike21@yahoo.com thanks a bunch

[GlassStarz]

Pay them a % commission with a weekly draw check of a set amount $350? total commissions at the end of each month pay the balance with the first check of the next month. if there is a negative balance 2 months in a row give em the shoe.(if you are making 50% and cant earn $750 a week working 40 hrs its time to find something else anyway)
Almost every car dealer I ever worked at in over 20 years paid this way and it worked well. To give someone an hourly wage or salary would do nothing but make that person complacent. Hire someone on thier sales ability not thier repair ability anyone can be taught to do WR but it will take forever to teach a non salesperson how to sell.

[repare-brise]

Go with what Glassstars sais. For my employee's I pay thema 50% commision on there sales(once the customers have payed) plus 22 cents per kilometer for there milage. I provide the jobs, resin, tools, cards, invoices, shirts, caps, pens, ect. With my equipment I get a minimum of 80 repairs per botle of resin. I require that the tech gets 70 repairs per bottle, the rest is his for cash jobs. If an employee askes for a bottle of resin before he reaches the 70 repair limit they must pay me $20 per missed repair(if they ask for a bottle after 60 repairs they pay me $200 for the next bottle). My techs don't look for work, I e-mail them there scedule for the next day(they usually do private customers and I do the dealers). Everyone is well served by this arangement.

Merci

[ChipChick]

I've hired ppl before under other businesses of mine, and might I also suggest that you have them sign a contract stating that they understand they are contract labor (if you want to go with contract work), outlining their payment, how long they are under contract, when they can be let go etc.

You get into some iffy laws when you have contract employees, so I'd suggest really researching local state laws etc. If someone wants to see the contract I had for my other employees (not glass) they are welcome to pm me and ask.

Oh, and I also had my employees sign a confidentiality agreement. It would suck if they made friends with the local competitor and then told them how many a day, where, what you were getting, any special marketing tools, etc etc.

Lana

[GlassStarz]

If you are concerned about cash jobs you can use the one shot resin from delta and keep track of the reciepts to keep it at a minimum