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2023 Fuel Economy Guide Now Available
Federal law requires new-car dealers to provide the Guide to customers upon request.
The U.S. Department of Energy and the U.S. Environmental Protection Agency have just released the 2023 Fuel Economy Guide. The Guide provides detailed fuel economy estimates for model year 2023 light-duty vehicles, along with estimated annual fuel costs and other information for prospective purchasers.
Dealers may choose to:
- print copies to have on hand or
- provide access to the electronic version/website on a computer or electronic device in the display area.
The regulations ensure that prospective customers have ready access to fuel economy information for current model year vehicles. Click here to view the EPA/DOE letter detailing how to make the Guide available to customers.
2023 Fuel Economy Guide
- Enhanced Electronic Access: The 2023 Fuel Economy Guide will be published in electronic format only. You can download the latest Fuel Economy Guide from the government’s fuel economy website by clicking here or visiting the dealer page and print copies from the electronic file as needed. The online Guide will be updated periodically to include newly released vehicle models and current fuel cost estimates.
- Optional Display Signage: Dealers can download and print a sign/poster to place in their display area directing customers to the Fuel Economy Guide (this is optional and not required by law).
EEOC Releases Updated “Know Your Rights” Poster
The U.S. Equal Employment Opportunity Commission (EEOC) released the ‘Know Your Rights’ poster, which updates and replaces the previous “EEO is the Law” poster. Covered employers are required by federal law to prominently display the poster at their work sites. The EEOC’s web page for the poster provides information about where to post it. The poster also includes a QR code for applicants or employees to link directly to instructions for how to file a charge of workplace discrimination with the EEOC.
A number of the laws that the EEOC enforces require covered employers to post a notice describing the Federal laws prohibiting job discrimination. The poster summarizes these laws and explains that employees or applicants can file a charge if they believe that they have experienced discrimination. The poster shares information about discrimination based on:
- Race, color, sex (including pregnancy and related conditions, sexual orientation, or gender identity), national origin, religion,
- Age (40 and older),
- Equal pay,
- Disability,
- Genetic information (including family medical history or genetic tests or services), and includes
- Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding.
“The new ‘Know Your Rights’ poster is a win-win for employers and workers alike,” said Chair Charlotte A. Burrows. “By using plain language and bullet points, the new poster makes it easier for employers to understand their legal responsibilities and for workers to understand their legal rights and how to contact EEOC for assistance. The poster advances the EEOC’s mission both to prevent unlawful employment discrimination and remedy discrimination when it occurs.”
The new “Know Your Rights” poster includes these changes:
- Uses straightforward language and formatting;
- Notes that harassment is a prohibited form of discrimination;
- Clarifies that sex discrimination includes discrimination based on pregnancy and related conditions, sexual orientation, or gender identity;
- Adds a QR code for fast digital access to the how to file a charge webpage;
- Provides information about equal pay discrimination for federal contractors.
The poster is available in English and Spanish and will be available in additional languages at a later date.
The posters should be placed in a conspicuous location in the workplace where notices to applicants and employees are customarily posted. In addition to physically posting, covered employers are encouraged to post a notice digitally on their websites in a conspicuous location. In most cases, electronic posting supplements the physical posting requirement. In some situations (for example, for employers without a physical location or for employees who telework or work remotely and do not visit the employer’s workplace on a regular basis), it may be the only posting. Covered employers are subject to fines for noncompliance.
The Americans with Disabilities Act (ADA) requires that notices of Federal laws prohibiting job discrimination be made available in a location that is accessible to applicants and employees with disabilities that limit mobility.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
MADA Annual Meeting 2022
Join fellow dealers and industry partners on Dec. 7 as we wrap-up 2022 and begin planning for 2023. This first session at 10:00 am will provide association updates, legislative news and more legal “hot” topics that should be on your radar.
At 11:00 am we move into the Keynote session. The service department will continue to evolve as customers change their expectations for service – and as more EVs are sold. Our keynote speaker, Ted Ings, is an international expert in automotive sales and service performance. Log in for this session to learn how dealers are shaping the new service industry to find happier customers and greater profits.
EV Webinar Series: Michigan’s EV Infrastructure
MADA is arranging a series of webinars with information from organizations involved in the advancement of Michigan’s EV policies and the electric grid. These webinars will present information on Michigan’s vehicle electrification plans, as well as both the positive aspects and challenges to the mass adoption of EVs. Speakers will include individuals from state government and utility companies, economists, industry leaders, etc.
Dealers have a big investment in the future of mobility in Michigan. These webinars will provide important insight to the plans being made and potential impacts on your business and employees. Michigan dealers are “all in” on EVs – and these webinars will provide information to help your business and employees meet that commitment.
MADA EV Webinar #1: Michigan’s EV Infrastructure
Michigan has created the new Michigan Office of Future Mobility and Electrification and announced it is expanding its electric infrastructure to support a transition to electric and hybrid vehicles. This electrification strategy will have an impact on dealership operations, employee training and consumer interactions. Dealers have an investment in Michigan’s mobility infrastructure – and it is important that we are knowledgeable about the plans being developed by state government.
Please join us for a discussion with Judd Herzer, the Director of Strategic Policy for the Michigan Department of Labor & Economic Opportunity. In this role, he assists department agencies with strategic policy initiatives and is the primary manager of policy for both the Office of Future Mobility and Electrification and the Michigan High-Speed Internet Office.
How to Comply With the Revised Safeguards Rule
Technology & Training Improvements Need to Begin Now! On October 27, 2021, the FTC finalized revisions to the Gramm-Leach-Bliley Act (GLBA) Safeguards Rule for the first time since the rule was issued in 2002. The revised rule is effective January 10, 2022, but most provisions are delayed until December 9, 2022.
In its announcement, the FTC specifically names “automobile dealerships” as non-banking financial institutions that fall under the purview of these new revisions. A series of new technical and administrative requirements have been imposed on dealers (see below), with penalties of up to $46,517 per violation.
MADA encourages dealers to review the ComplyAuto webinar and slides linked below, as well as the NADA dealer guide, which was co-authored by Chris Cleveland with ComplyAuto.
Solutions for the Safeguards Rule
Link to the webinar about revised Safeguards Rule compliance requirements, with information about ComplyAuto
Copy of the ComplyAuto slide presentation (contact information is on the last page)
Let’s Recognize Michigan Dealers!
We invite dealers and staff to help us recognize and reward Michigan dealers for their commitment and support of community and education. Please nominate a deserving dealer for the Northwood University Dealer Education Award and/or the Time Dealer of the Year Award. A nomination form is available HERE.
Northwood University Dealer Education Award
The Northwood Dealer Education Award was developed by Northwood University to recognize automobile dealers across the United States for their dedication and contributions to the advancement of education, both inside and out of the automotive industry.
Time Dealer of the Year Award
The TIME Dealer of the Year Award is sponsored by TIME Magazine, in partnership with Ally and in cooperation with NADA. The program was created to draw attention to new-car dealers who demonstrate outstanding dealership performance and exceptional community service.
MADA Education Series: Michigan’s EV Infrastructure
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New Option for Consumer Privacy and GLBA Safeguards Rule Compliance
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The Importance of Kindness and Compassion at Work
It’s only natural to, at some point, associate work with feelings of stress.
Job security and pressure to perform can creep into our minds daily. Major changes to workflow and our job descriptions can strike up feelings of anxiety and self-doubt. Rocky relationships with superiors, subordinates or colleagues may keep us up at night from time to time.
For these reasons and more, kindness should be emphasized at work. Every company should strive to foster an environment ripe with company-wide norms of kindness, as happy, upbeat employees typically make for a motivated and productive organization.
SPREADING KINDNESS VIRTUALLY
The COVID-19 pandemic is approaching the two-year mark and a lot of companies are still working remotely. As a result, opportunities for offhand encouragement, “job well-done” and face-to-face bonding are greatly decreased when staffs only see each other in a virtual setting only, for a few hours a week.
Offset those lost moments by scheduling “check-in” or “coffee hour” virtual meetings in which business isn’t necessarily the priority topic. Set aside occasional small blocks of time to complement employees on their recent work. Find out how they are doing personally, strike up conversation about light current affairs, and share recipe ideas. Sprinkling a laxed setting into a week full of planning meetings can be beneficial to everyone.
Break up the monotony even further by organizing online team-building activities when appropriate. Virtual quizzes, “name the 50 states” competitions and “whodunit” mystery games can promote communication and collaboration among your staff. Icebreaker games in which employees share facts about each other can help recently hired team members get to know everyone else.
Schedule these every so often on Friday, in place of the last couple hours of work, to send everyone into the weekend on a fun note. Team-building events like these could help quash feelings of competition among employees.
LITTLE ACTS GO A LONG WAY
Surprise morning donuts and lunchtime pizza have gone by the wayside during the pandemic, but these gestures can be recreated. Do you have a big quarterly conference coming up? Consider sending employees care packs of coffee or donuts ahead of it.
Sending complimentary emails every so often can serve as confidence boosters. For some employees, simply seeing an email sent by their boss can make them tense up. Sending genuine praise and encouragement, when deserved, can help humanize employers to their staff, particularly to employees who seem intimidated.
COMPASSIONATE LEADERSHIP
Demonstrating compassionate leadership could go a long way in building trust and increasing employee retention. That compassion should always be authentic.
If COVID-19 has hit the family of one of your employees hard, or they are visibly struggling mentally, offer paid leave and mental health sick days. If you notice an employee has an overloaded day or week ahead of them, delegate tasks to another employee with a lighter workload.
Simply listening is crucial, as well. Taking time out of your day to lend an open ear to a frustrated or confused employee can chip away at their stress levels. Even if a concrete solution doesn’t result from these conversations, letting them know your door is always open is another trust-building trait.
Remember, these same sentiments should be ingrained into the fabric of any team leaders your company may have. Kindness in the workplace starts from the top down.
This article was originally published on www.mibluesperspectives.com, a website sponsored by Blue Cross Blue Shield of Michigan. Blue Cross and MADA are your trusted partners in building a healthier business and workforce.
