|Dec. 6, 2019 | www.fisherphillips.com|
These days, just about every dealership operates a Lube Express. And why wouldn’t a dealership have one? The Lube Express can generate additional revenue and give the customers a reason to come back again and again. The trick to this, of course, is to consistently provide efficient and top-notch service. And to achieve this, dealerships need quality Lube Technicians.
Following a few easy steps when hiring employees will help both screen out potential problems and reduce turnover. In a typical dealership, the “problems” that can result from bad hiring decisions include low productivity, bad morale, poor customer service, discrimination and harassment claims, union organizing, substance abuse, workplace injuries, and fraudulent activity—to name just a few.
While not binding nationwide, a recent federal court decision should put to rest any legitimate argument that dealership parts counterpeople are not overtime exempt under federal law. Based on the concept that Fair Labor Standards Act (FLSA) exemptions are to be “narrowly construed,” several courts in recent years had ruled that parts counterpeople were not overtime exempt under federal law unless they actually worked on vehicles. In December 2018, one of these courts reconsidered and abandoned its previous interpretation of the requirements for the exemption based on the Supreme Court’s 2018 decision in Encino Motors v. Navarro.