An Audi store runs on factory-written pay terms: the AEP sponsorship, the Guild ladder, three high-voltage levels, Twin Cup money, and a lease-built EV floor. WageTime keeps those terms as configured payroll, for one store or the whole group.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Audi of America, AUDI AG, or the Volkswagen Group. All trademarks belong to their respective owners.
An Audi store’s payroll problems aren’t generic dealership problems with four rings on top. They come from a factory that writes wage terms into its programs, a service career ladder with money on every rung, and a sales floor whose deal structure the lease desk decided years ago. Each one is either office hours nobody bills or a promise quietly drifting out of compliance.
Sponsor an apprentice through the Audi Education Partnership and the dealer signs for real terms: a wage floor for bay time, an assigned mentor, eight weeks of Audi Academy training inside an 18-month clock, and a certified technician the store keeps for two years. Today those terms live in a folder, and payroll keeps them from memory.
Specialist, Expert, Master, Master Guild: every rung moves the flat-rate figure. A tech passes the last course on a Tuesday and the office hears about it after the period closes, so the new rate arrives as a retro adjustment and a hallway apology.
The team that wins is a technician and a service advisor together. One is paid on flag hours, the other on labor gross. The store’s recognition check has to reach both correctly, off the pay calendar, with taxes handled, and today that means the office improvises.
Chasing Magna Society turns customer-experience metrics into money for advisors, Brand Specialists, and the BDC, each on a different underlying plan, each paid when scores post rather than when the calendar says. The all-departments bonus sheet only the GM understands is a pay run wearing a costume.
A lease-built EV floor guarantees the service drive a scheduled wave of return inspections and reconditioning flags, much of it gated to high-voltage-certified hands. Those hours pay at their own rates, and they reach payroll today the same way everything else does: re-keyed.
Audi showrooms staff Brand Specialists on salary-or-hourly-plus-commission hybrids while the used floor often runs classic percentage-of-gross. Two comp philosophies, one month-end close, and a down-market year where minis and volume money do most of the earning.
The sponsorship agreement becomes configured pay rules in WageTime instead of office memory: the apprentice’s bay-time wage runs hourly above the program floor, and the pay basis flips to flat rate on the certification date, scheduled in advance.
| Person | Basis | Status |
|---|---|---|
| T. Willems (apprentice)Mo 16/18 · $26.00 flat Aug 24 | Hourly $19.50 | Flip scheduled |
| J. Okonkwo (apprentice)Mo 7/18 · above $15.00 floor | Hourly $17.00 | Clear |
| R. Stavros (mentor)+$150.00/period mentor premium | Flat rate $38.50 | Paying |
| L. Fontaine (apprentice)Mo 2/18 · weighted-average OT | Hourly $16.00 | Clear |
Replaces the folder where the AEP agreement lives, and the payroll surprise on graduation day.
The credential that earned the rate moves it: each technician’s flat-rate figure in WageTime binds to the rung with an effective date, so the rate changes the day the tech clears Specialist, Expert, Master, or Master Guild.
| Tech | Flat rate | Watching |
|---|---|---|
| M. Castile #02Master Guild · HV Level 3 | $46.00/flag hr | ASE recert Mar 2027 |
| A. Brandt #06Master HV 2 · $35.00 if lapsed | $39.00/flag hr | L1 expires Sep 12 |
| S. Iyer #09Expert HV 2 · $36.00 Aug 1 | $31.50/flag hr | Master review passed |
| D. Marsh #14Specialist · HV Level 1 | $24.00/flag hr | Two courses to Expert |
Replaces the whiteboard ladder, and the retro check that follows a quiet recert lapse.
Recognition money runs as its own WageTime bonus run, so one team award lands correctly on two pay plans: the technician on flag hours and the advisor on labor gross.
Replaces the envelope math, and the argument about whose pay plan the team money belongs to.
Yes: WageTime splits the money the way the store does, paying a store-level Magna score department by department, each pool with its own approver, on an off-cycle run when scores post mid-cycle.
| Department | Pool | Status |
|---|---|---|
| Service drive11 people · R. Whitfield | $5,500.00 | Ready |
| Sales floor9 people · D. Camara | $4,500.00 | Ready |
| Parts counter5 people · L. Bright | $1,750.00 | Ready |
| BDC4 people · holds its own pool | $1,200.00 | Pending approval |
Replaces the all-departments bonus spreadsheet that only the GM understands.
The recon lane imports into WageTime with everything else: lease-return and CPO reconditioning flags land beside warranty and customer-pay time, in their own bucket at their own rate, tied to the tickets they came from.
| Tech | Recon hrs | Status |
|---|---|---|
| M. Castile #02HV 3 · wty 18.2 · CP 30.4 | 14.6 | Ready |
| A. Brandt #06HV 2 · wty 22.8 · CP 26.9 | 11.2 | Ready |
| S. Iyer #09HV 2 · wty 16.4 · CP 31.7 | 9.8 | Ready |
| D. Marsh #14HV 1 · wty 12.1 · CP 24.3 | 3.5 (non-HV only) | 1 ticket open |
Replaces the recon hours penciled onto the used-car manager’s clipboard.
Full-service payroll is $10 a month per person paid that month, plus $50 a month per company, with unlimited runs. No long-term contracts, no per-run charges.
Off-cycle runs and bonuses cost nothing extra. No long-term contracts; cancel anytime.
Example: 50 people paid × $10 + $50 company = $550 for the month
HR & hiring, onboarding, PTO, time tracking, benefits, and workers’ comp are optional add-ons, priced separately when you’re ready.
See a demoThe base runs as salary or hourly on the regular cycle, and the month-end commission close computes the rest: gross commissions, unit minis, volume tiers, and F&I with chargeback netting, with draw offsets applied against a running ledger. In a year like 2025, when Audi of America sold 164,942 vehicles, 16% fewer than the year before, minis and volume money carry more of the check.
That structure is WageTime’s default shape. The Audi LLC, the VW LLC, and the used-car company each keep their own EIN, and every federal, state, and local filing runs per company with deposits included. The office signs in once, approves the group’s Friday in one sitting, and pulls reports per rooftop or rolled together, with no consolidation workbook in between.
We import clock and flag hours so there’s no double entry. Closed-ticket flag time and time-clock hours land in one review screen, split warranty, customer-pay, and recon, matched to the pay period. Whether the store runs CDK, Reynolds & Reynolds, Dealertrack, or Tekion beside ElsaPro and ODIS, nobody re-keys the paying numbers. Tell us your DMS on the demo and we’ll confirm the exact flow for your setup.
Yes, and the four-ring drive earns them: factory labor allowances price warranty work leaner than customer-pay guide times, so a stretch of warranty-heavy e-tron and recall tickets can pull a flat-rate paycheck toward the statutory floor. WageTime runs the effective-rate math on every tech every period and puts any make-up pay on the run as its own documented earning.
Audi defines three high-voltage technician levels, from no live-part contact up to work on energized systems. In WageTime each tech’s HV level is a credential on the employee record with expiration alerts, its rate premium binds to that credential with an effective date, and a lapsed certification ends the premium on the day it lapses, not three checks later.
$50 per month per company plus $10 per month per person paid that month, no long-term contracts, cancel anytime. A 54-person Audi store runs $590 for the month: $50 base plus $540 in per-person fees. Payroll runs are unlimited, so Twin Cup recognition runs and mid-cycle bonus payouts cost nothing extra, and year-end W-2s and 1099s are included, with 1099 contractors running alongside W-2 employees.
The AEP agreement, the Guild whiteboard, last month’s commission board, a fortnight of recon flags off the lease returns. Twenty minutes with a payroll specialist against a live demo store: if WageTime can’t keep the brand’s pay terms for you, you’ll know before the call ends.
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