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CADA sponsors
biggest bipartisan
political event
of year!
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Thank you for donating 36 vehicles!

We had a great week with 36 donations last week — 16 from Fort Carson in Colorado Springs —  bringing our monthly total to 69. We are off to our strongest start ever in January, thanks to you!

Dealer Total
Markley Motors 4
AutoNation Subaru West 2
Schomp Mazda 2
AutoNation Chevrolet North 1
Dellenbach Motors 1
Emich Volkswagen 1
Frontier Honda 1
Pedersen Toyota 1
Planet Hyundai  1
Schomp Honda 1
Schomp Hyundai 1
Valley Nissan 1
Dealer Total 17
   
Other Donations  
Fort Carson 16
Private Donation 3
Other Total 19
   
Total week of January 11, 2020 36
Donate Here
 
 
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Looking for techs?

auto-career-fair-logo

Are you like many Colorado dealers, where you have openings for auto techs — maybe as many as five or more?

CADA has again taken the initiative to bring the Automotive Career Fair to the Denver Auto Show floor. Last year, nearly 300 students attended the career fair — and that was during their spring break! There were a couple hires on the spot and many hires after the event.

This year, the 2020 Automotive Career Fair is a one-day event on Friday, April 3, from 1 – 7 p.m.

If you’re hiring — and like the idea of meeting with a pool of more than 300 trained students who are ready to start working with your brand — register for your booth now!

Table Partner — $1,500

  • 10’ x 10’ draped booth, with an 8-foot draped table and 2 chairs
  • Electrical & wifi
  • Business name on passport
  • Student registration list, including résumé

Supporting Partner — $3,000 (4 available)

  • All Table Partner benefits PLUS
  • Business logo on sleeve of student tech shirt (they wear to classes all the time)
  • Business logo on passport

Lead Partner - $7,500 (1 available)

  • All Table Partner benefits PLUS
  • Business logo on the front of student tech shirt (they wear to classes all the time)
  • Business logo on passport

 

Register Now!

 

 

 

Questions?

Contact

Kim Jackson

Kim.jackson@colorado.auto

303.457.5115

 
 
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DMV & Law Enforcement: You could be fined for using full-use plates dealer plates on service loaners

Over the past several weeks, I have received phone calls about the appropriate plates to use on a fleet of service loaners — and how to turn that service loaner fleet into a rental fleet, if a dealer wants to take money for use of the vehicle.

By definition, a service loaner means the dealer receives no compensation for the use of the vehicle, from the consumer OR the manufacturer through a warranty reimbursement claim. If you are being compensated for use – even by a third party (OEM) – what you’re providing is a rental. The difference is significant when it comes to plating a vehicle.

Some dealers in Colorado have been using dealer demonstration plates on their loaners. This is not appropriate and will make the plate subject to confiscation by a local police department. Rule 48, Section 2.8 holds a Demo plate may be displayed in a vehicle operated by a potential buyer during normal business hours when a dealership employee is with the buyer, or outside normal business hours only if the dealer provides a letter authorizing the prospective buyer to use the vehicle, including all of the prospective buyer’s pertinent information (plate number, dates, vehicle make and model, VIN, etc.).

We have been notified by both law enforcement and the Department of Motor Vehicles that this will become an enforcement priority in the coming months.

For a service loaner, DMV recommends using Full Use Dealer (DLR) plates for the vehicle being loaned without compensation. Subsection C of Section 2.8 requires only that the vehicle bearing the plate must be offered for sale, and that the plate must be displayed on the vehicle, along with documents demonstrating dealer ownership.

Finally, if you’re being compensated by the manufacturer or customer for use of the vehicle, these vehicles must be registered to the dealership and “hard plated.” This will, of course, cause the car to come off its Manufacturer’s Statement of Origin (MSO) and will prevent it from being sold as a new vehicle in the future, even if it is used as a service rental for fewer than 1,500 miles.

For the full text of Rule 48, visit the regulatory website. For the full text of Rule 48, click here. Questions? Contact Matthew Groves.

 
 
Member News
 
 
 
In Memoriam

Dwight Ghent passed away peacefully at his home on January 18, 2020 surrounded by his loving family. 

Dwight packed so much life into his 97 years. He was an avid fisherman, duck hunter, occasional golfer, tennis player, skier, and gin player, not all of which he would admit he excelled in, but enjoyed immensely, along with his family and friends. Dwight’s path in life established him as an exemplary human being: a great family man, an acute businessman, and a respected community leader. He stayed true to his values of personal responsibility, duty, honor and faith. He was an all-around good guy who always had a smile on his face and a good joke in his pocket. For more details, click HERE

 
 
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January 22

Opportunity Coalition Examines Issues And Solutions For Traffic Congestion

February 14

Automotive News RETAIL FORUM: NADA Show Featuring Colorado Springs dealer Mike Maroone

February 16

Colorado Dealer Breakfast 2020

April 1
April 1 Preview Gala
April 3
 
 
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You asked and we listened: CADA now offers webinars to you on demand!

Three recent webinars are now available for you to download and view at your own convenience. Keep an eye on this section to see more on-demand offerings.

 

Avoiding lawsuits & what to do when you are sued  

If you couldn’t make the webinar, Avoiding lawsuits & what to do when you are sued December 17, 2019, it’s now available on demand.

Led by Fairfield & Woods, P.C.'s Michael Dommermuth and Adrian Castro, this webinar is designed for dealer principals, general managers and department leaders with bottom-line accountability — and it's packed with information you can use today to protect your dealership from harm tomorrow.

Get the details!

 

 

 

Warranty Reimbursement at Retail Part II

If you couldn’t make the webinar, Warranty Reimbursement at Retail Part II December 11, 2019, it’s now available on demand.

Last year's passage of the Warranty Reimbursement at Retail bill resulted in significant revenue increases to dealers throughout Colorado. And it took a big step toward leveling the playing field between manufacturers and dealers for warranty and recall vehicle repairs.

This webinar summarizes dealers' success in the state so far, the latest manufacturing behaviors in Colorado and annual labor rate submissions. If you're a dealer that has submitted parts submissions, but not labor, this last piece should be of particular interest to you.

Get the details!

 

 

 

Solar for Auto Dealerships

If you couldn’t make the webinar, Solar for Auto Dealerships November 14, 2019, it’s now available on demand.

Colorado has become one of the most severe, hail-damaged states in the country — and dealers continue to be plagued by dramatic cost increases for open lot coverage, either by major insurance players pulling out of the state or through HUGE increases in open lot premiums.

As a result, dealers are looking for ways to save inventory from devastating hail storms while lowering insurance premiums and reducing electricity costs. Yet it can be a bit of a maze to navigate.

Get the details!

 

 

 
 
Bonds & Forms
CADA has a fillable bond request form for new sales people! This new, fillable PDF form makes it easier, faster and more accurate for us to turn around your salesperson bond request. Because there’s no handwriting to decipher with this form, bond turnaround can be faster than ever. Just download the form, electronically fill it out and return to Khorrie Luther. Questions? Call Khorrie: 303.457.5122.
Download Form!
 
 
News Update
 
 
Around Colorado
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WATCH: Gov. Jared Polis and Colorado lawmakers pitch their big ideas for the 2020 legislative session

1.21.11

 

Bill introduced to let Colorado communities fund roads locally

Transportation ‘tipping point’

Colorado progressives have a new target in their pursuit of a tax overhaul: The rich. Here’s why.

Chris Hansen chosen to fill seat of Colorado Sen. Lois Court, who resigned because of illness

1.21.20

 

Colorado businesses eye these potential regulatory wins at 2020 Legislature

Republican state Rep. Susan Beckman resigns to join Trump administration

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The Colorado Springs Gazette: To fund Colorado roads, raise fees on battery cars

1.21.20 2

 

Colorado employers facing deluge of new compensation regulations in 2020
1.21.20.3

 

How Denver’s cost to commute compares to other major US cities

 

Across the Nation
logo

 

ASE introduces Spanish/English option for four automobile tests

1.21.20.4

 

Trump administration moves closer to rolling back US vehicle economy increases


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FTC publishes inflation-adjusted civil penalty amounts

download (5)

 

US Senate approves US-Mexico-Canada trade deal

Mercedes S-Class

 

Auto experts outline luxury parameters

 

Manufacturer News
 
 
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For information about any of the Endorsed Provider's products or services, contact: 

Polly Penna polly.penna@colorado.auto
303.457.5119 office  |  303.945.6426 mobile

 
 
ba5a993b-dee8-4515-9dfa-d3b088790a84

HR Question of the Month

 

Question

We have an employee who left unexpectedly three-quarters of the way into his shift, stating he was leaving because he was going on military leave for one year. We've not been able to reach him to get further details, and we haven't received any sort of formal documentation backing up his claim. Are we required to hold his job for him for this year? If so, should we have received some sort of formal documentation backing up his claim?

Answer

Under the federal Uniformed Services and Reemployment Rights Act (USERRA), if an employee in the military needs time off from work for training, reserve duty or any other active duty, he or she is entitled to take up to a maximum of five years of job-protected leave for this purpose, cumulatively, even if the leave is taken in intermittent intervals. Under USERRA, an employer must not deny initial employment, reemployment, retention in employment, promotion, or any benefit of employment to a person on the basis of a past, present, or future service obligation, and an employee's rights under the Act apply without regard for his or her tenure with the employer.

However, in order for an employee to enjoy the protection of USERRA, he or she must meet all five of the following criteria:

  1. He/she must be absent from a civilian job on account of service in the uniformed services;
  2. He/she must have given advance notice to the employer that he or she was leaving the job for service in the uniformed services, unless such notice was precluded by military necessity or otherwise was impossible or unreasonable to provide;
  3. The cumulative period of military service with the employer must not exceed five years;
  4. He/she must not have been released from military service under dishonorable or other punitive conditions; and
  5. He/she must report back to the civilian job in a timely manner or submit a timely application for reemployment, unless timely reporting back or application is impossible or unreasonable.

In connection with item number 2 above, federal Regulations expressly state that the Department of Defense "recommends that advance notice to civilian employers be provided at least 30 days prior to departure for uniformed service when feasible, based upon the time the Service member receives confirmation of upcoming uniformed service duty." For the purpose of determining when providing advance notice of uniformed service is NOT required, the term "military necessity" is defined as "a mission, operation, exercise, or requirement that is classified, or a pending or ongoing mission, operation, exercise, or requirement that may be compromised or otherwise adversely affected by public knowledge is sufficient justification for not providing advance notice to an employer." For the full text of the applicable federal Regulations, please see 32 CFR 104.3 and 104.6(a)(2)(iii)(A)(3).

The question indicates that the subject employee left mid-shift for a one-year military leave of absence, with no prior notice nor subsequent communication with the employer. Unless giving the employer advance notice of the need to commence military leave (in the middle of a shift) was truly "precluded by military necessity [defined above] or otherwise impossible or unreasonable," the employee should have provided notification to the employer ahead of time, and arguably is not entitled to the protection of USERRA if he did not. If the employee is unable to support his failure to give notice to the employer with evidence of "military necessity," impossibility or unreasonableness, to our knowledge the employer can treat his actions in having left mid-shift and failing to communicate further with the employer as it would if any other employee did the same.

If, however, the employer ascertains information to support one of the exceptions where failing to notify the employer in advance of military leave exists, then the employer should ensure it protects the employee's rights under the Act. In other words, to the extent the employer learns that in fact military necessity rendered the employee unable to provide advance notification of leave to the employer, or otherwise it was truly unreasonable or impossible for him to do so, then he would be entitled to job-protected military leave under USERRA of up to five years. He would further be entitled to reemployment upon his return, in the job that he would have attained had he not been absent for military service, with the same seniority, status and pay, as well as other rights and benefits determined by seniority. When military leave is 181 days or more as would be the case where leave is for one year, however, note that the employee must apply for reemployment no later than 90 days after completion of his military service.

For additional information on USERRA obligations, please see the Fact Sheet 3 - Job Rights for Veterans and Reserve Component Members and the resources available at the US Dept. of Labor regarding Reemployment and Nondiscrimination Rights for Uniformed Services Members.

 

 

 
 
Younger Generations Could Provide Answer to Dealership Turnover Issue

logo-brand-stacked“Dealers can’t afford to take their eyes off their employees’ needs,” said Bob Kostkan, senior director with Cox Automotive University. “With record high dealership turnover and a low unemployment rate of 3.7% as of June 2019, it’s critical that dealership leaders improve productivity while also enhancing employee engagement and retention. These are controllable issues that must be addressed to maximize customer experience and profitability.”
 
Dealerships need to act now to create a culture that makes employees feel valued and shows them they have future growth opportunities. While participating in the Cox Automotive SHIFT/Reinvent Program in 2015, John Cragg, executive vice president for the Penske Automotive Group’s East Region and responsible for dozens of rooftops and thousands of employees, became aware of a blind spot — he was “delegating” when he should have been “empowering.” As a result of this new awareness, he worked strategically with his HR and marketing teams to shift the focus to be more about empowering people and giving them opportunities to contribute in more significant ways. Cragg has since seen consistent year-over-year improvement in employee turnover and satisfaction. His region now has the highest employee satisfaction scores in the company and the lowest turnover — outpacing industry averages, even for the highest performers.
 
In addition to empowering and engaging staff, dealerships should also invest in modern, user-friendly technology to help drive greater productivity and efficiency for employees. Having access to the latest technology is not only expected by these younger generations but required to succeed as a business in today’s digital age. To get the most out of technology, dealerships must also implement ongoing training opportunities. Equipping employees with the necessary tools to help them grow their skillsets and better take advantage of new technology will create happier workers and a more optimized workflow.
 
Download highlights from the Cox Automotive’s 2019 Dealership Staffing Study. Find out more about Cox Automotive University.

Download the Study
 
 
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Register now
 
 

Copyright © 2020 Colorado Automobile Dealers Association

All Rights Reserved.

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Colorado Automobile Dealers Association

290 E. Speer Blvd.

Denver, Colorado 80203

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