Puget Collision Reviews

Painter equipment is old, worn down, and poorly maintained Supplies are limited and tightly controlled through one head painter, creating bottlenecks Painters do not have autonomy to order needed supplies; only certain items are approved Unrealistic production expectations: 5–6 cars every day, regardless of job complexity or physical fatigue Only the painter is held accountable for mistakes; other departments are not Painters receive write-ups while errors from prep, body, or estimating are overlooked Mandatory buffing and polishing on every vehicle, often without proper compensation CCC estimates are frequently written incorrectly, resulting in missing labor time and low pay Very low compensation relative to workload and expectations High-pressure, micromanaged environment with zero tolerance for painter error

Too much oversight without any value added on top of franchise limitations without any actual support. Rigid far removed management with great theories that are never fully developed or properly implemented. Blames employees for these shortcomings instead of asking questions regarding why these theories fall short. Illegal pay structures (class action waiting to happen). The structure mirrors federal examples of illegal pay schemes to deny overtime that they claim are legal because an attorney drafted them. I wonder how much money their attorney is going to make when a lawsuit inevitably gets filled... Effectively salaried employees without paying the state minimum and will not discuss it despite clear documents showing it's illegal. Cut almost all the benefits. Must be employed by one of the companies they buy for 5 or more years to make a reasonable wage. Borderline price fixing with insurance at the expense of the employees. No support or proper utilization of software. Company pays for all the features in CCC, which counts against your monthly sales, but doesn't implement even 5% of what is being paid for while claiming you're not working hard enough even if you work through every lunch. Upper management makes too many assumptions without asking any questions at the ground level. Way too slow when it matters and too fast at the wrong moments. Look for work anywhere else, specifically somewhere without franchise oversight and ideally not an MSO.