F&I and Showroom, October 2015

October 2015 F I and Showroom 35 100 Turnkey for Dealers We make the calls We set the appointments We do the follow up 100 Exclusive Lists Custom Credit Scores Bankruptcy Mailers All Direct Mail programs include our free call center We set your appointments and do the direct mail follow up 100 Guaranteed Exclusive Organic Leads Month to Month Commitment No Sign Up Fees special finance leads Free Inventory Listing Click to Call You No Bad Phones 100 Guaranteed Exclusive new used car leads automotive direct mail triggercomplete next generation lead service article is for general information purposes only and is not designed to be comprehensive For legal advice you must consult your own attorney Dave Druzynski is director of human resources for Auto Mate Dealership Systems Contact him at dave druzynski@ bobit com First because he mentioned a union vote in his post it was connected to terms and conditions of employment Second the vulgar language used in the post was typically tolerated throughout Pier Sixtys workplace Similar situations have occurred in the dealership world as well An employee at Lake Bluff Ill based Karl Knauz BMW was terminated after posting a series of updates to Facebook including pictures of an accident at a neighboring Land Rover dealership The employee mocked a customers child after he accidentally crashed a vehicle into a pond While the termination was upheld the NLRB ruled that the existence of a Courtesy Rule in the Knauz handbook that banned disrespectful behavior was an unfair labor practice See the NLRB ruled it was unlawful for the dealership to prohibit disrespectful behavior because a reasonable employee could interpret such a ban as encompassing his or her right to protest working conditions as such protests would likely be viewed as disrespectful Staying Out of Trouble Yes social media offers a great way to connect with consumers but it does present some issues for employers Here are some tips for keeping your dealership out of trouble Draft a social media policy and have it along with your handbook reviewed by legal counsel The NLRB is attacking handbook provisions that are overly broad and could be interpreted as chilling protected activities of your employees Train your employees and managers on your social media policy Only access public social media posts or posts that other employees freely bring to your attention Never force an employee to give you his or her passwords log on while you shoulder surf or accept a friend or connection request on social media When confronted with an emotionally charged post take a moment to think before acting Keep an eye out for new NLRB rulings that may impact your interactions with employees When in doubt involve your legal counsel Please note that I am not a lawyer and the information contained in this