Pub. 7 2018-2019 Issue 3

16 San Diego Dealer T hese days, just about every dealership operates a Lube Express. Andwhy 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. But, as most Services Managers would tell you, they are not always easy to find. So what is a Service Manager dealing with a Lube Tech shortage to do when they receive an application from “Adam,” a 17-year old experienced Lube Tech? Let’s consider this real-life scenario. Adam Goes To Work And The DOL Pays A Visit At the end of a chaotic week—made all the more chaotic by the abrupt resignation of one of your Lube Techs—Sam the ServiceManager receives an application from Adam. Sam notices there is no checkmark next to the box that states “I am at least 18 years old.” Before Sam can toss the application in the recycling bin, he notices that Adam has worked for nearly a year as a Lube Tech at a dealership down the street. Sam is short-staffed, so he invites Adam in for a trial run. The following Monday, Adam arrives early to complete the necessary new-hire paperwork. During this process, Pam the Personnel Manager makes a copy of Adam’s driver’s license, which indicates he is only 17 years old. She asks Sam if he knows about this, to which Sam replies, “If he can change oil, I don’t care if he’s in middle school.” Pam processes Adam’s paperwork and Adam gets to work. It is immediately clear that Adam knows what he is doing under the hood. After observing him for a week, Sam offers Adam a full-time position, and Adam accepts. But Adam’s tenure with the dealership is short-lived. After a fewmonths, he relocates out of state. Not long after, Pam retires from the dealership. A year passes and your dealership receives notice of an audit from the U.S. Department of Labor (DOL). Peter, the new Personnel Manager, takes the lead on collecting the requested documents and information and preparing for the onsite visit. When Ivan the Investigator visits your dealership several days later to review the documents and meet with certain hourly employees, he asks whether the dealership has employed any minors. Peter can think of no one, and tells Ivan as much. But, when Ivan interviews another Lube Tech, he learns about Adam. Ivan determines the “dangerous” environment of Lube Express is not suited for a child. He promptly advises Peter that employing Adam as a Lube Tech constitutes a child labor violation, which will result in a fine up to $10,000. Peter immediately calls the dealership’s attorney. HEY, DOL— LEAVE THOSE KIDS ALONE!