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Under The Hood
Is the shop heated? Air conditioned?
Heated - yes Air Conditioned - no
What is the size of the team I’d be working with?
16 Tech's 5 Writers/Advisors
What are the shop hours and what are the shift timeframes?
7 am - 7 pm M-F Sat.7 am-3 pm
What tools does the shop provide that are available for all technicians to use?
Manufacturers specialty tools provided Tech's bring their own tools, upon arrival reimbursement for tool box relocation
What type of break room facility is provided?
Air Conditioned 2 Refrigerators Filtered Water TV Microwave
How many bays does your shop have?
27 Bays
How many repair orders do you average per month?
1500 average
What is your parts ordering process?
Parts are ordered daily by VIN / RO
What is your policy on side work?
Side work is not allowed
Are there any other unique features of the work environment worth noting?
Brand new state of the art facility located right off of the interstate. President's club for Advisor's and Tech's based on CSI and Hours turned. Company outings
Do you offer any skills training or continuing education opportunities?
Absolutely, ongoing manufacturer web based training and PAID offsite training is provided!
Can you describe opportunities for career growth at your business?
Elaborate with Keys to Success & Z Force
Can you describe your performance review process?
We do quarterly reviews. We talk about performance, production, and training.
What type of safety training is required?
All OSHA protocols are enforced on a daily basis.
Can you describe how Techs work with and mentor younger techs?
Master Techs are responsible for mentoring the Apprentice Techs.
How does your shop get involved with the local community?
We volunteer for local events throughout the year. Parades, Festivals, etc....
Do you do anything with local high schools or tech schools to encourage more students to enter the profession?
Yes, our recruiting department is engaged with locals high schools and tech schools.
Do you phone screen applicants before doing in-person interviews?
Most of the time, however there are some times it's in person without the screening.
What do your in-person interviews entail?
You will meet with the Service Manager and GM. We understand that this is your time to interview us as well, so the Service Manager may ask others to meet with you to help you feel more comfortable in your decision process.
Do you perform background checks, drug screening, or personality tests before hiring an applicant?
Yes, we do perform background checks. We do not require drug screenings, however we do have the right to ask for a drug screening at any time during your employment with Zeigler Automotive Group.
Do you perform a skill assessment before hiring an applicant? If yes, what does it entail?
.
After an in-person interview, approximately how long should I expect to wait for a rejection or an offer?
We do make our decisions quickly. Normally you will find out within a few days to a week.
Approximately how long does the full hiring process take from submitting the application to the time of the hiring decision?
This varies, we use a third party for our background checks and some take longer than others. We usually have an answer within a couple of weeks.
Wholesale Parts Counter Specialist
Pay Range: $45,000.00 - $80,000.00/year
Hourly + Commission & Bonus Pay
Service Manager
Pay Range: $85,000.00 - $200,000.00/year
Starting pay based on experience, certifications, background. Sign on bonus for qualified candidates.
C Level Technician
Pay Range: $40,000.00 - $56,000.00/year
Starting pay based on experience, certifications, tools, background. Sign on bonus for qualified candidates.
B Level Technician
Pay Range: $56,000.00 - $72,000.00/year
Starting pay based on experience, certifications, tools, background. Sign on bonus for qualified candidates.
Service Advisor
Pay Range: $50,000.00 - $100,000.00/year
Starting pay based on experience, certifications, background. Sign on bonus for qualified candidates.
A Level Technician
Pay Range: $72,000.00 - $200,000.00/year
Starting pay based on experience, certifications, tools, background. Sign on bonus for qualified candidates.
Student Tech / Apprentice
Pay Range: $16.00 - $20.00/hour
Hourly pay based on experience with increases on your way to Flat Rate!
Lube Technician
Pay Range: $24,000.00 - $33,000.00/year
Starting pay based on experience, certifications, tools, background. Sign on bonus for qualified candidates.
- Health Insurance Offered
- Zeigler offers medical coverage through Meritain Health/Aetna and prescription coverage through Ventegra. There are two plan options. While the Aetna Choice 2000 plan is a traditional plan, the Aetna Choice 4000 plan is a high deductible health plan that enable you to use a health savings account (HSA) for qualified medical expenses. To find a doctor and learn more about network providers and facilities, call 800.318.2023 or visit meritain.com. You may also contact a Keyser Client Advocate at 877.381.3570 or myadvocate@keyseragency.com. Advocates are available 24 hours a day, 7 days a week, 365 days a year.
- Dental Insurance Offered
- Dental Delta Dental Voluntary dental coverage is offered through Delta Dental. You pay the full cost of this benefit. You may use the provider of your choice, but your out-of-pocket costs will be lower if you go to a Delta PPO or Delta Premier provider. To find a provider, visit deltadentalmi.com. Services through Delta Dental do not require an ID card. Delta Dental Customer Service can by reached at 800.524.0149
- Vision Insurance Offered
- Vision Sun Life/VSP Voluntary vision coverage is offered through Sun Life via the VSP network. You pay the full cost of this benefit. To learn more about Sun Life/VSP, call 800.247.6875 or visit sunlife.com/us.
- Retirement Plan Offered
- RETIREMENT SAVINGS (401K PLAN) ZAG provides a 401(k)-retirement savings plan for all employees who have attained the minimum age and service requirements. Eligible employees are automatically enrolled in the plan, but may elect to opt out of the plan, contributing a percentage of their pay into their 401(k) account, subject to certain limitations. See the Summary Plan Description available from Human Resources for more details.
- Sick Leave Offered
- EMPLOYEE RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
- Vacation Offered
- PERSONAL TIME OFF (PTO) All Full-Time employees (defined as employees who worked an average of 40 hours per week in the previous calendar year) and all Part-Time employees (defined as employees who worked an average of 25 hours per week in the previous calendar year) are eligible for Personal Time Off 1 (PTO1) and related compensation at their current rate of pay as follows: • Personal Time Off (PTO1) shall be earned based on the following provisions: o Upon the date of hire, and for the first year of employment, 1 hour of PTO1 will accrue for every 35 hours worked, however, no more than 1 hour per week shall accrue and no more than 40 hours shall accrue for the first year worked. PTO1 may not be used in the first 90 days of employment. o For all years worked following the first year of employment, 40 hours of PTO1 shall be provided at the beginning of the employee’s employment anniversary date. o PTO1 will be paid in the pay period when it is used. o PTO1 will reset on the employee’s anniversary date (i.e., at the anniversary date, thePTO1 hours will reset back to zero and 40 hours of PTO1 will become available). o PTO1 shall not vest and any unused PTO1 shall not carry over from year-to-year. Any unused PTO1 will not be paid out at the time the employee terminates employment. o PTO1 requests for time off must be submitted in writing (via the Personal Time Off Request Form) and approved by your supervisor as far in advance as possible, but not less than 7 calendar days unless it is medically necessary. o Any PTO1 earned but not used and paid shall be paid out on the employee’s anniversary date if the employee is still employed by ZAG. In addition to PTO1, all employees who worked at least 1,750 hours for the Company in the previous year are eligible for Personal Time Off 2 (PTO2) and related compensation at their current rate of pay as follows: • Additional Personal Time Off (PTO2) shall be earned based on the following provisions: o 16 hours of PTO2 shall be provided after two (2) years of continuous service (for a total of 56 Hours when combing PTO1 and PTO2) o 40 hours of PTO2 shall be provided after three (3) years of continuous service (for a total of 80 Hours when combing PTO1 and PTO2) o 80 hours of PTO2 shall be provided after ten (10) years of continuous service (for a total of 120 Hours when combing PTO1 and PTO2) o PTO2 hours earned will be paid on the employee’s anniversary date. o PTO2 shall not vest and any unused PTO2 shall not carry over from year-to-year. Any unused PTO2 will not be paid out at the time the employee terminates employment. The following definitions and rules apply to all employees who are eligible for PTO (which includes both PTO1 and PTO2): • All PTO may be used in one-hour increments. Foreseeable PTO may not be taken in more than five consecutive days unless approved by the General Manager. • PTO may be used for vacation, personal reasons, illness or injury of the eligible employee or eligible employee’s family member (as defined below). • A family member is defined as an individual whom the eligible employee is legally married under the laws of any state, a biological, adopted or foster child, stepchild or legal ward, or a child to whom the Page | 13 Revision February 2022 eligible employee stand in loco parentis, a biological parent, foster parent, stepparent, or adoptive parent or a legal guardian of an eligible employee or an eligible employee’s spouse or an individual who stood in loco parentis when the eligible employee was a minor child, or a grandparent, grandchild or a biological, foster or adopted sibling. • In the event you need to use PTO due to illness and the time off is foreseeable, you are required to give at least 7 days advanced notice. If the time off is unforeseeable, you are required to give notice as soon as practical and you must notify your manager prior to your shift start time. Sick time off of more than 3 consecutive days will require documentation signed by a health care professional and must be provided to your supervisor within 3 days after returning to work. Documentation for other types of leaves may be required under law. • Due to market conditions or department scheduling, your supervisor may ask you to schedule your requested PTO, unless it is medically necessary, for a different time in order to accommodate the business. • PTO may be calculated differently for different departments based on rate-of-pay formulas. Generally, vacation pay for salespeople will be a pre-established amount per week based on state minimum wage laws, technicians will be paid their earned hours multiplied by their regular hourly (non-overtime) rate. Other positions may be paid differently and are typically based on base pay rates. See your supervisor for details. Time off work for FMLA, worker’s comp claims, or similar shall not be counted towards hours worked for purposes of calculating eligibility for PTO 1 or 2. • If an employee leaves employment from ZAG for any reason and is re-hired at a later date, that employee’s employment date for PTO purposes will be the date the employee is re-hired and all PTO schedule above shall reset. • If time off is given to take a trip associated with business and no meetings or business is conducted, it will be counted against the employee’s PTO. • PTO does not vest and any unused PTO time does not “roll over” to the following year. Accordingly, upon termination, unless otherwise required by federal or state law, any unused PTO is forfeited and will not be paid. • The eligible employee taking PTO must continue to pay his or her portion of their voluntary benefits each pay period. If the employee fails to pay his or her portion of their benefits for more than 30 days, the employee’s coverage(s) will be terminated and the employee will be offered COBRA to continue coverage for medical, dental, vision and flexible spending.
- Paid Holidays Offered
- All full-time employees (excluding commission-based employees) who have completed 90 days of employment are eligible to receive the following days off with pay, subject to the provision noted below, only in the event that the day on which the holiday falls is a regularly scheduled workday for the employee receiving the holiday pay: • New Year's Day • Memorial Day • Fourth of July • Labor Day • Thanksgiving Day • Christmas Day Holiday pay and paid time off will not be counted as hours worked for the purposes of determining overtime. Holiday pay may be calculated differently for different departments. In the event your dealership is open on a holiday, you may be required to work on that day. Management will attempt to accommodate personal schedules and, in the event a non-commission-based employee is required to work on a holiday, a floating holiday will be provided to be taken at another time agreed upon with your manager. Please discuss holiday pay calculations and schedules with your Department Manager, Controller, or GM.
- ST / LT Disability Offered
- Life, Disability, Accident & Illness Sun Life Zeigler offers these benefits through Sun Life. They are designed to protect your finances in the event of death, disability, an accident or critical illness. For more information, call Sun Life at 800.247.6875 or visit sunlife.com/us.
- Life Insurance Offered
- Life, Disability, Accident & Illness Sun Life Zeigler offers these benefits through Sun Life. They are designed to protect your finances in the event of death, disability, an accident or critical illness. For more information, call Sun Life at 800.247.6875 or visit sunlife.com/us.
- Uniforms Offered
- Uniforms, work pants and work shirts are provided at a minimal cost to the employee.
- Other Offered
- Flexible Spending Account Zeigler provides you this way to save money on a before-tax basis for eligible out-of-pocket health care and dependent care expenses for you and any dependent you claim for tax purposes. The Details • Employees may elect up to $2,700 for their medical FSA. • Employees may elect up to $5,000 for their Dependent Care FSA. • FSA debit cards are available for your convenience. It is important to estimate your eligible expenses carefully before deciding how much to contribute to a flexible spending account. In exchange for the substantial tax advantages associated with flexible spending accounts, the IRS requires that any money left over in your account over $500 at the end of the calendar year be forfeited. Health Care FSA Eligible expenses include most dental and vision expenses not already covered by your insurance.See Publication 502 on irs.gov for a list of eligible expenses. When you’re considering how much to put in your Health Care FSA, ask yourself: • How much do you expect to pay for dental or vision expenses out of your own pocket? • Do you have predictable, non-covered dental or vision expenses out of your own pocket? • Do you expect dental or vision expenses that may exceed plan limits? Dependent Care FSA Generally, eligible dependent care expenses include day care for dependents under age 13 that allows you (and your spouse, if you’re married) to work or attend school full-time. See Publication 503 on irs.gov for eligible dependent care expenses. When you’re considering how much to in your Dependent Care FSA, ask yourself: • Do you use dependent care for your children (under 13) or other qualified dependent relatives so you (or you and your spouse) can work? You can also use the Dependent Care FSA if the care is needed because you work full-time and your spouse is a full-time student. • Will your children (under age 13) attend eligible daytime summer camp or before-school or after-school activities? • Would you save more money with the Federal Dependent Tax Credit? Consult a tax advisor about which account is best for you, or contact the IRS at irs.gov or 800.TAX.FORM. Need more information? For more information, contact Infinisource at 866.370.3040 or infinisource.com/login. Health Savings Account Optum Bank You can use a Health Savings Account (HSA) to pay for medical expenses (including dental and vision), with pre-tax dollars. Identity Protection Allstate Identity Protection You can enjoy peace of mind, financial reassurance and time saving expertise when you choose to use Allstate Identity Protection. This is a voluntary benefit. To learn more, call 800.789.2720 or visit myaip.com. Telemedicine MDLIVE $0 COPAY Our telemedicine benefit provider is MDLIVE. With an average wait time of less than 10 minutes, MDLIVE makes it easy to visit a doctor through a mobile app, online or by phone. It enables you to get access to quality healthcare wherever you are. MDLIVE’s board-certified doctors are trained to use virtual technology to treat many non-emergency conditions like: • Allergies • Respiratory problems • Cold/Flu • Urinary problems/UTI • Ear problems • Prescriptions • Sore throats • More You can sign up and activate in a number of ways: • Online at mdlive.com/keyseragency. • Text Sophie. See below for instructions. • Call 888.372.1977. • Download the app. Need help? For help logging in, call 800.400.6354 (menu option 4). Keyser Client Advocates are available to help with benefit-related, non-medical questions at myadvocate@keyseragency.com or 877.381.3570. Advocates are available 24 hours a day, 7 days a week, 365 days a year. Zeigler pays the full cost of MDLIVE for you and your family when you’re enrolled in a Zeigler medical plan! There is no copay!
