AOCA's Management Certification Course is the industry's premier training program for fast lube managers. Participants will learn about: 
  • Leadership 
  • Manager's responsibilities 
  • Safety, OSHA, & regulatory compliance
  • Attracting & retaining customers & employees
  • And much more! 
Join us in Irvine, CA August 6th-7th or Dallas, TX September 10th-11th. Click here for details. 
Member Spotlight: Ike Cegielski
How long have you been in the oil change industry? How did you first get involved?

I began working in the oil change industry in the mid-1970's at my father's full service gas station and car care center. I left the family business in the late 1980's to pursue a law enforcement career and returned to help my father due to his cancer treatments in 2000. I took over his scaled back version of the business in 2004 and returned to providing oil changes as a feature service in 2014.

We Are Looking For Members To Showcase
We hope you will consider being featured in a member spotlight. This is a quick and easy way to increase your presence in the fast lube industry. To complete your spotlight, click here:  www.aoca.org/page/Spotlight . The spotlight will be featured in AOCA's You Auto Know e-newsletter and on the website. 
Are you taking advantage of the discounts available through our partner Savings4Members? 
  • Free 60-Day Trial- Constant Contact
  • Save 12% on Business Items- Staples
  • Up to 40% off Uniform, Floor Mat Purchases and Rentals- UniFirst  
Earn $50 For Every New Member You Refer to AOCA
You may have heard of  AOCA's new Vendor Cup referral program , where we track new member referrals and acknowledge the vendor member with the most referrals with special recognition.  As an added incentive, for every new member you refer in 2019, you will receive a $50 Amazon gift card.  
Q&A  with Affinity HR's  Claudia St. John
Q:   To make sure we hire the right people, we bring in prospects to shadow an employee so that we can see whether the candidate has the right skills/abilities for the job and so that the candidate gets a realistic representation of the job. Is there anything wrong with doing this?
 
A: Absolutely not. I think it makes sense for each of you to assess whether the "fit" is right before you hire the candidate. That said, you should pay the candidate at least minimum wage for the time spent shadowing the employee.  You can include the pay in the candidates first paycheck if she is hired, or simply cut a check to her if you decide not to hire her. For added protection, you may want to process a W4 and I9.
Injured at Another Job - Covered Under FMLA?
Q: We have an employee who was hurt on the job at their other part time job. The employee is asking about FMLA and I'm not sure if that is something that applies here. Please let me know if they run concurrently.

To read the answer click here
Your 10 Penny Challenge- The Power of Positive Feedback
A couple of months ago, I got a call from a client who was clearly frustrated. Over the previous year he had restructured his customer service team, he had put in place a new reporting structure, he had rolled out a new set of performance goals, and he implemented a new financial incentive plan. He also gave each customer service representative an additional $1 per hour to incent the behaviors and outcomes he was hoping his new structure would achieve.

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