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First Auto Group
The Women’s Industry Network ® (WIN) is now accepting applications for seats on its Board of Directors. The Board exists to guide the or ganization in furthering the role of women in the collision repair industry, promoting education, professional advancement and networking. It consists of representatives from various collision repair industry segments including (but not limited to) collision repair shops, distributors, suppliers, consultants, paint manufacturers, recyclers and insurance companies. The only requirement being that the applicants are WIN members in good standing. “Being involved in WIN whether on a committee or the Board is very rewarding. It’s a great way to give back to the industry and get involved,” said Cheryl Boswell, WIN Chair and Chair of the Board Nominating Committee. “WIN is seeking members to apply for seats on our 2020 Board as we continue to work together to drive the future of collision repair by attracting, de veloping and advancing women.” The WIN Board of Directors provides overall strategic direction for the WIN and is responsible for making policy decisions that execute on WIN’ s vision and mission. “It’s an exciting time for WIN. As we enter a new decade, we are moving forward with new programs and benefits for our members and sponsors,” said Kathy Coffey, a member of the current Board, Ex ecutive Committee and Nominating Committee Co-Chair . “We encourage involvement from all segments of our industry. The Board is looking forward to hearing new voices to help us drive the future of collision repair.” Each year, the Board updates its strategic plan and each member contributes to the execution of that plan. The volunteer Board members work together to foster an environment that encourages the recruitment, retention, education and networking of women in the collision repair industry . New Board members will begin their term and will be introduced to the organization at large at the 2020 Educational Conference, May 3-5 in Newport Beach, CA. The deadline for applications is Feb. 28, 2020. For application requirements and further details, please visit www. womensindustrynetwork.com. WIN Calls for Board of Director Candidates
Mechanicsville, Virginia - February 22, 2020 - In September 2019, the Collision Industry Foundation (CIF) introduced a “Campaign of Caring,” seeking to inspire the industry to raise money for the Anchondo fam ily. The family lost their son, Andre (23), and their daughter -in-law, Jordan (24), in the horrific mass shooting at a Walmart in El Paso on August 3, 2019.
CIF reached its goal of raising $10,000.00 for the benefit of Gilberto Anchondo , owner of Colormaster Auto Body Shop, in El Paso, Texas. The money will go directly to Gilberto Anchondo to assist him and his immediate family as they continue to deal with the grief, stress, and shock of the loss of their loved ones. Mr . Anchondo opened his body shop, Colormaster, in 1980 and has been in business for nearly 40 years. His two sons, Andre and “Tito,”, grew up working along side their father, learning the special craft of the industry.
Commenting on the donation, daughter Deborah Anchondo said, “The show of support for my father , Gilberto Anchondo and our immediate family has been remarkable and will not be for gotten. A heartfelt thank you to everyone who donated.” About CIF: The Collision Industry Foundation (CIF) is the 501(c) (3) charitable arm of the collision repair industry. We are dedicated to raising, managing, and donating funds to provide emergency relief to collision repair professionals who have been impacted by nat ural disasters or other catastrophic events.
For more information visit: http://www.collisionindustry foundation.org CIF’s Campaign of Caring Gifts $10,000, Thanks Donors
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certain fees and costs before an arbitration may proceed.”
Other provisions of AB 51 include: (b) An employer shall not threaten, retaliate or discriminate against, or terminate any applicant for employment or any employee because of the refusal to consent to the waiver of any right, forum, or procedure for a violation of the California Fair Employment and Housing Act or this code, including the right to file and pursue a civil action or a complaint with, or otherwise notify, any state agency, other public prosecutor, law enforcement agency, or any court or other governmental entity of any alleged violation.
(c) For purposes of this section, an agreement that requires an employee to opt out of a waiver or take any affirmative action in order to preserve their rights is deemed a condition of employment. However, the law “does not apply to postdispute settlement agreements or negotiated severance agreements.”
Employee actions regarding unpaid wages CAA: “In addition to existing penalties that an employee may recover for an employer’s failure to timely pay an employee’s wages, this new law authorizes the affected employee to bring action to recover statutory penalties against the employer to recover unpaid wages. It also authorizes an employee to either recover statutory penalties under these provisions or to enforce civil penalties under Labor Code section 2699(a), the Private Attorneys General Act of 2004 (‘PAGA’), but not both, for the same violation. (AB 673)”
Space requirements for nursing employees CAA: “Expands existing law relating to lactation accommodation to add a number of new requirements for the lactation space itself, including access to running water and a refrigerator for storing milk, as well as employer policy requirements and document retention obligations. (SB 142)” Smaller employees can petition for an exemption from some of the bill, but it sounds like they at least have to try and accommodate their employee partway . ( i) An employer that employs fewer than 50 employees may be exempt from a requirement of this section if it can demonstrate that a requirement would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer’s business. If that employer can demonstrate that the requirement to provide an employee with the use of a room or other location, other than a bathroom, would impose such undue hardship, the employer shall make reasonable efforts to provide the employee with the use of a room or other location, other than a toilet stall, in close proximity to the employee’ s work area, for the employee to express milk in private.
Protecting hair C AA: “This new law expands the Fair Employment and Housing Act’s definition of race to include traits historically associated with race, such as hair texture and protective hairstyles. It defines ‘protective hairstyles’ as ‘braids, locks, and twists.’ It also prohibits workplace dress code and grooming policies that prohibit natural hair, including afros, braids, twists and locks. (SB 188)”
Permanent Diagnostic Trouble Codes fail smog check CAA: “On July 1, 2019, the BAR incorporated Permanent Diagnostic Trouble Codes (PDTCs) as part of the Smog Check failure criteria for model-year 2010 and newer vehicles. 16 CCR 3340.42.2(c)(5).” The Bureau of Automotive Repair’s explanation of those codes of fers another interesting detail for the collision repair industry’s scanning education. “Permanent Diagnostic Trouble Codes (PDTCs) are very similar to regular Diagnostic Trouble Codes (DTCs),” the BAR wrote. “However, unlike regular DTCs, they cannot be reset by disconnecting the vehicle’s battery or cleared using an OnBoard Diagnostic (OBD) scan tool. The only way to clear a PDTC is to fix the underlying problem with the vehicle that originally caused the PDTC and its corresponding DTC to set, and then allow the vehicle sufficient drive time to re-run the monitor that identified the problem in the first place. When the monitor runs without identifying a problem, the PDTC will clear itself.”
Miscellaneous Right to cash out if vehicle safe CAA: “This law restates that an insured has the right to select the auto body shop of choice to repair a damaged vehicle, or decide not to have the vehicle repaired; however, an insurer may require that a damaged vehicle be repaired as a condition for payment if the damage is sufficiently serious that safety features of the vehicle’s operating systems are compromised. (AB 1538).”
Assembly Bill 1538 blocks unscrupulous insurers from using a demand for repair as a tactic to save money. If a low-income customers couldn’t pay the deductible triggered by a repair demand, the resulting stalemate could mean the carrier doesn’t have to pay anything under the status quo. The bill closes that loophole and lets those consumers cash out. However, the bill does allow insurers to block a cash-out if they suspect fraud. (According to a June 14 Senate analysis, fear of scammers might have been a legitimate reason for a no-cash rule.) They can also block a cash-out and require repair if the vehicle would be unsafe. The CAA supported the bill
Two weeks more paid family leave CAA: “Amends exiting law and increases the maximum wage replacement benefits under the California Paid Family Leave program from six to eight weeks, beginning July 1, 2020. (SB 83)”
Parts and technology Don’t unstall unsafe used tires CAA: “Prohibits an automotive repair dealer from installing a used unsafe tire as specified. (AB 949)“ The CAA supported the bill.
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Battery fees rise CAA: “Beginning, April 2022, the current $1.00 California battery fee imposed on a person who purchases a replacement lead-acid battery from a retail dealer (including auto repair dealer) will increase to $2.00. (AB 142)” The CAA had concerns about the bill.
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