Jiffy Lube Franchisee Sees High Adoption and Usage of On-Demand Pay

This benefit is hands-off, it helps the employee, it’s fully integrated, and it doesn’t cost the company. It’s a no-brainer for us.”

Download The Case Study

725

employees served with EWA

93%

increase in tenure for employees using EWA

$2,100,000

in transfers funded

"My employees would tell me things like, ‘my car payment was due on the first of the month, my rent was due.’ Just having Tapcheck as an option has helped a lot of people.”

Alan Barrington

Head of HR at Stonebriar Auto Services

Empowering Employees to Control Payday

In the automotive industry, turnover rates hover around 46%. To help with the critical task of keeping staff, one Jiffy Lube franchisee turned to on-demand pay.

Company

Stonebriar Auto Services

Locations

100

Industry

Automotive

Payroll

isolved Direct

Employees

Protecting Staff from Predatory Alternatives

Stonebriar Auto Services operates 100 Jiffy Lube locations across the United States from big cities in Texas to small towns in Wisconsin, with each spot offering high-quality auto care at affordable prices. With employees from all kinds of backgrounds, Stonebriar experienced the spectrum of employee needs when it came to pay day.

Some of the technicians were underbanked, so they received a paper check every two weeks rather than direct deposit. But that often meant a trip to a check-casher who would take a percentage of their hard-earned wages. Others found that waiting for pay day each month caused unnecessary financial stress, turning routine expenses into emergencies simply because they didn’t have the cash on-hand.

The HR team at Stonebriar sought a way to help their technicians avoid predatory alternatives while still controlling their cash flow. Enter on-demand pay.

Making it Easy to Say Yes to EWA

Adding on-demand pay to the employee benefits package was important to Barrington and the team, but he also needed the implementation to be easy. Running a small team, he was fully aware of the time and energy investment required to set up a new benefit and was wary at the beginning.

“A year before we implemented with Tapcheck, I knew I wanted to use it,” Barrington said. “So I told [Tapcheck founder Ron Gaver], ‘you integrate with isolved and it’s a done deal. I’m coming over.’ Sure enough, he and the team built that integration and we got everything up and running. I wanted it to be as hands-off as possible and I can say I’m happy with how everything has been.”

For Stonebriar, they’re seeing healthy registration and transfer rates amongst their employees, a sign that it was a benefit worthwhile. And Barrington and team had a hunch it was showing early returns in helping with retention, a point of emphasis in an industry with regular turnover. “A recruiting or retention tool in today's world is a very valuable thing to have,” said Barrington. “And everything else, benefits or insurance or discounts, will cost the business. This doesn't. It's one of the few valuable, no-cost to business benefits I've found."

Data analysis from Tapcheck found that Stonebriar employees who used for Tapcheck were nearly twice as likely to stay with the company than employees who don't use it. In an industry that needs to replace roughly half its staff each year, on-demand pay is a benefit that can punch far above its weight in retaining automotive techs.