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Scott Lentz of MANN+HUMMEL – Purolator Filters has been Appointed to CAWA’s Manufacturers’ Advisory Council
During the appointment process, Young Suhr Jr., Chair of the Board of Directors, commented: “I am pleased to announce that another pro in the aftermarket, Scott Lentz, is joining the CAWA Manufacturers’ Advisory Council. I look forward to his participation and contributions to CAWA in assisting the Association in achieving its goals as an effective and valuable automotive care industry organization”, continued Suhr.
Scott Lentz has 28 Years of automotive aftermarket experience, starting with DANA Corporation – Parts Craft Division representing DANA Engine, Chassis and Weatherhead Fluid Power products. He then transitioned to representing NAPA Brake and Chassis products, through Brake Parts Inc. and Affinia. Genuine Parts Company brought him into the fold and he continued to represent Brake and Chassis Products totaling 12 years with undercar products. He then became the Operations Manager for a 10 store NAPA group in his hometown for his largest customer. Scott then wanted to return to a business development role so he joined the Federal Mogul Motor Parts sales team as a Business Development Manager, then moved to Standard Motor Products covering a majority of the Northwest United States. Most recently he is responsible for the Purolator Filter Brand for Mann-Hummel Filtration for the Western United States. See complete press release here.
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CAWA thanks all its event sponsors as well: | |
The next Forum will be held in February, 2024 in Napa, California at the Silverado Resort & Spa. Details will be distributed as we get closer to the dates. For more information, contact programs@cawa.org. | |
If an Employee Receives a Merit-based Raise, Do We Have to Pay Other Employees the Same Wage? | |
No, although the California Fair Pay Act wants employers to pay employees who do substantially similar work the same, differences in pay are allowed if they are based on legitimate, bona fide factors. Bona fide factors that may lawfully justify a pay disparity include:
- A seniority system;
- A merit system;
- Quantity or quality of work; or
- A factor other than sex, race or ethnicity, such as education, training or experience.
If an employer is using the fourth factor to justify a pay disparity, the employer has to show that the factor also is job-related and consistent with business necessity. For example, if an employer uses experience as the bona fide factor to justify disparate pay between two employees, the experience needs to be related to the job that the employees perform and not just “more experience.” Here the employee earned the salary increase because of the quality of their work compared to their peers as reflected in the performance review. So, the employer may rely on this factor to justify why they are paying this employee more than any other that does substantially similar work. Relying on these factors, employers then can have open conversations with their employees about why compensation decisions were made if the staff becomes aware of the raise as well as avoid any potential claims under the Fair Pay Act. Source: Our Friends at the California Chamber of Commerce
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Help CAWA Raise Funds for its Two Scholarship Programs – For Students and Automotive High School Teachers
This year, Sean Ruitenberg, of Premium Guard, is Chair of the Scholarship Fundraising Committee. See his request for donations (here) and the form (here) you can use to donate prizes and/or funds for this year’s event. Fundraising will be the focus of this year’s annual gala dinner the Sunday night before AAPEX on October 29, 2023 sponsored by Motorcar Parts of America. Look for registration materials for this event or contact programs@cawa.org.
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A Right to Repair Alert from the Auto Care Association, CARE and Supported by CAWA | |
The federal court in Massachusetts was copied on a letter from the National Highway Transportation Safety Administration (NHTSA) to the automakers stating the Massachusetts Data Access Law conflicts with and is therefore preempted by the National Safety Act. This letter arrived after repeated attempts by Judge Woodlock to engage NHTSA some two years ago during the initial trial for their position on the law and after the window for submissions to the court was over.
The Auto Care Association, CARE (Coalition for Auto Repair Equality) along with the Massachusetts Right to Repair Coalition have been working closely together to craft a response to that letter and to develop a plan to refute NHTSA’s misunderstandings over the interpretation of the law and to demonstrate the viability of our solution to securely grant access to vehicle generated repair and maintenance data by approved agents of the vehicle owner. Both Massachusetts Senators Warren and Markey have made public statements to urge NHTSA to reconsider their letter and we will continue to work with our elected officials at both the federal and state levels to educate them to the necessity of Right to Repair and urge them to support the existing law in Massachusetts, the ballot initiative in Maine and the federal REPAIR Act which now has more than 30 bipartisan co-sponsors.
The NHTSA letter has generated a tremendous amount of backlash on social media and in the press and we need to initiate another wave of support.
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July is Right to Repair Awareness Month | |
You can help by participating in the July Auto Care Right to Repair education month. All the elements you need to communicate with your elected officials and to educate your employees is contained on our website at autocare.org/r2rmediakit. There, you’ll find full instructions on how to run a company campaign to educate your employees and encourage them to take quick action with customizable communications and new graphics.
At the very least, please click on the QR code to immediately send a letter to your congressperson urging them to support Right to Repair.
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Finalization of Regulations Clears the Path for Employers to Complete California Privacy Rights Act Compliance Efforts Before June 30, 2023 Deadline
After months of uncertainty, the rulemaking process for the California Privacy Rights Act (CPRA), the first-ever comprehensive U.S. data privacy law applicable to human resources data (“HR Data”), concluded on March 29, 2023. For virtually all employers with employees in California (“California Employers”), this moment was critical. Ambiguities plaguing the CPRA itself and uncertainty over the regulatory requirements had made it impossible to implement a CPRA compliance program without risking the need for subsequent modifications to address key rules changes. With that risk now eliminated, California Employers can put the finishing touches on required notices and policies, distribute them, and take the other steps necessary to implement their compliance program. Learn More. Source: Littler
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Share with Your Customers - The Implications in Massachusetts to Allow the Law to go Into Effect | |
Here are 5 reasons why Right to Repair legislation matters for car owners:
Freedom of Choice: Right to Repair legislation gives car owners the freedom to choose where they get their car fixed. This means that you can take your car to an independent repair shop, rather than being forced to go to a dealership.
Lower Costs: Independent repair shops are often 36% cheaper than dealerships. This can save car owners a significant amount of money over time.
Jobs and Revenue: According to Paul McCarthy, President and CEO of MEMA Suppliers Group, the industry supports over 4 million jobs and generates over $400 billion in revenue. Right to Repair legislation can help protect these jobs and support small businesses.
Vehicle Safety: Right to Repair legislation can help ensure that vehicles are safe to drive. The legislation requires that repair shops have access to the same repair information and tools as dealerships. This means that independent repair shops can perform repairs and maintenance that are up to the same standards as dealerships.
Cybersecurity: Right to Repair legislation can also help protect vehicle cybersecurity. The legislation requires that repair shops have access to the same diagnostic and repair information as dealerships. This means that independent repair shops can diagnose and repair cybersecurity issues, helping to keep vehicles safe from hackers.
If you're a car owner, you can support Right to Repair legislation by completing a form on autocareadvocacy.org and signing the petition at repairact.com. Your voice can make a difference in protecting your right to choose where you get your car fixed.
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A CAWA Legislative Report from Arizona | Very few legislative events are more complicated than the enactment of the state budget. Prior to the start of the legislative session, most members of the Capitol community, present company included, projected a protracted budget process, likely edging up towards the start of the fiscal year that begins on July 1st. These expectations were largely validated by the Governor’s quick veto of the Republican baseline budget enacted at the beginning of the legislative session. See more here. Source: CAWA Legislative Advocate, Stuart Goodman | |
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A CAWA Legislative Report from Nevada
Most of us are familiar with the expression that money can’t buy love, and the 82nd session of the Nevada Legislature proved it once again. Newly elected Republican Governor Joe Lombardo and a legislature controlled by Democrats began the legislative session with the largest budget surplus on record. Unsurprisingly, the session didn’t end as harmoniously as it started.
At their December meeting, the Economic Forum projected $1.7 billion more for the upcoming biennium and $1.9 billion more from the current biennium. And if that wasn’t enough, when the Economic Forum met again in May to give the final budget projections, they added another $251 million to the pie. This gave the Governor and Legislature around $11.5 billion to build a budget with, $2.6 billion more than the previous biennial budget adopted in 2021. (Note: The Economic Forum is a panel of economists tasked with considering all the monetary inputs to the state budget and setting a budget projection the Governor and Legislature must stay within for the two-year budget cycle). See more here. Source: CAWA Legislative Advocate, Gabriele McGregor
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Nevada Ends Public Accommodations COVID-19 Paid Leave | The requirement for covered public accommodations facilities in Nevada’s Clark and Washoe Counties to provide paid time off for employees experiencing COVID-19 symptoms or who have been exposed to COVID-19 expired May 17, 2023. The requirement ended when Governor Joe Lombardo signed Senate Bill No. 441 (SB 441), which repealed several COVID-era policies. Learn More. Source: Littler | |
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Automotive Aftermarket Outperforms Expectations in 2022 | The 2023 Joint Channel Forecast report provides valuable insights and strategic guidance for the automotive aftermarket. The automotive aftermarket grew by 9.7% in 2022, outperforming previous forecasts of 8.5% growth. The data comes from the 2023 Joint Channel Forecast Model report, published by the Auto Care Association and MEMA Aftermarket Suppliers, in partnership with S&P Global. See details here. Source: AMN aftermarketNews | |
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Check Out CAWA’s California Partners FREE VIP Services – Could Save You Thousands of Dollars!
Benefits plan administration is more complex than ever, and compliance is a growing concern, especially with ACA related changes. CoreMark’s team of highly qualified Employee Benefits Consultants offer CAWA members their valuable support tools and resources proactively helping businesses be in compliance. CoreMark advises CAWA members on how to make the best possible benefits investment decisions for their business as well as attracting and retaining the best talent to grow their business.
- Health
- Dental
- Vision
- Life & Disability
Free VIP Services to Save You Money!
Mat Nabity, CAWA Program Manager
CoreMark Insurance Services
license # 0172684
Toll Free (866) 340-2247
Direct (916) 286-0918; Fax (916) 923-2797
Email: mnabity@coremarkins.com
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CAWA Arizona Health Trust Provides High Quality, Affordable Employee Benefits Programs to Employers in the Automotive Industry, Headquartered in Arizona
As a member of CAWA, groups may choose from several medical plan options underwritten by BlueCross BlueShield of Arizona. Ancillary benefits include mandatory $15K Life/AD&D through Equitable, dental coverage through BlueCross BlueShield of Arizona and vision coverage through VSP. Participating groups must have a minimum of 2 employees enrolled in the plan.
TO REQUEST A QUOTE OR FOR MORE INFORMATION...The team at DiMartino Associates will gladly work with your current broker to provide more information on the CAWA Arizona Health Trust program, including the process for requesting a proposal. For more information, contact the team at DiMartino Associates:
DiMartino Associates
Phone: 206-623-2430
CAWA Quotes: cawaquotes@dimarinc.com
General Information: cawa@dimarinc.com
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CAWA’s Nevada Health Insurance Partner Has No Cost COBRA Administration!
Prominence has partnered with Cobra Control Services, LLC (CCS) to provide Nevada CAWA business members with a comprehensive COBRA administration solution at no cost to you!
This is an additional service provided through our Association Health Plan from Prominence. Prominence will cover the costs for employee and dependent notifications that require COBRA Qualifying Event Notices. The process to contract is quick and easy and the integrated approach to seamlessly move employee and dependent terminations data from Prominence to CCS means it will take only minutes to confirm COBRA termination qualifications. Groups must first contract with CCS to receive the COBRA administration service through their Prominence arrangement.
Learn more about the Prominence + CCS partnership here. Don’t have health insurance through Prominence? Well, what are you waiting for? Learn more about Nevada health plan options here. Ready to learn more about Prominence health coverage or request a quote? Visit www.prominencehealthplan.com/cawa or call Prominence at 877-737-0184 today!
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We hope you enjoyed your 4th of July holiday! | |
Copyright 2023, All Rights Reserved | | | | |
