A Big O store gives away rotations, rebalances, and flat repairs for the life of the tire: real labor at zero on the ticket that still owes overtime and minimum wage. WageTime is payroll built to pay the lifetime promise.
For independently owned and operated Big O Tires® franchise businesses. WageTime is not affiliated with, endorsed by, or sponsored by Big O Tires, LLC or TBC Corporation; those marks belong to their owners and are used here only to describe the businesses this page serves.
Big O has roughly 460 franchised stores across two dozen states, most run by an owner and one office manager who close out payroll after the last alignment. The hard part is not the hours on the board. It is that a store gives away rotations, rebalances, and flat repairs for life, spiffs protection plans and financing at the counter, and steps techs up a cert ladder, all under overtime and wage-floor rules that do not care whether the ticket was billed.
Rotate and rebalance every 5,000 miles for the life of the tire, repair the flat you sold for free, check the alignment on every install. That is the promise that moves Big O brand tires, and it is a standing pile of bay hours that bills nothing. The tech still gets paid, the hours still count toward overtime, and the week still has to average minimum wage. On a production plan, that is exactly the math a spreadsheet drops.
Up front the counter sells tires, protection plans, and financing on commission and spiff. Out back the bay installs and repairs on an hourly base plus flat-rate service work. Those two comp worlds close out on the same Friday, and the office is left stitching protection-plan attach, financing bonuses, and flag hours together by hand before every run. One store, two pay languages, no translator.
Pay a Pro-tec+ plan spiff, a Big O credit-card financing bonus, or an alignment-bundle commission straight, and you have booked a nondiscretionary earning that never reached the overtime rate. Each one lifts the regular rate for the week it lands, so a straight payout underpays every hour past forty. It is the quietest line on the check, and the first one a wage-hour audit recalculates.
Big O pays for the training and the ASE certification, and moving up to advanced technician takes a minimum of two ASE certs. So the raise is tied to a credential, the training hours are tied to a completion record, and the whole ladder lives on a whiteboard until someone notices a tech qualified two months ago and was underpaid the whole time.
Big O grows on area developers and multi-unit operators inside the TBC network, so one owner runs three, six, or a dozen stores. Labor cost per store is the number that steers each one, and a store manager should approve their store and no one else's. Generic payroll hands you one pooled figure and a login everybody shares.
Free-for-life work gets its own WageTime pay code: the labor behind the lifetime promise lands on the check even though the ticket reads zero, hourly or per-unit at the tech's rate, right beside billed flag work in the same run.
Replaces the give-away hours nobody put on the check, and the overtime rate that ignored them.
By folding every non-discretionary counter commission into the overtime regular rate before the premium is figured, WageTime keeps the attach that sells the ticket from becoming back wages in an audit.
| Person | Earning | Basis | OT treatment |
|---|---|---|---|
| Rosa M. sales | Protection-plan spiff | 18 plans at $6.00 | Into regular rate |
| Dev P. sales | Brand-tire commission | tire gross tier 2 | Retail-exempt, review |
| Cody R. sales | Financing-attach bonus | $75 flat this week | Into regular rate |
| Nina T. installer | Hourly + service commission | 42.0 clock hrs | OT on weighted average |
Replaces the protection-plan reconciliation done by hand, and the attach commission nobody put in the overtime rate until an auditor did.
WageTime binds the raise to the credential: the ASE training you pay for tracks as a completion record, and a tech who earns the certs is paid the higher tier the day they qualify, not when the office catches up.
| Tech | ASE certs | Training | Pay tier |
|---|---|---|---|
| Andre C. | A4 Steering + A5 Brakes | Complete | Advanced, effective Jul 1 |
| Nina T. | A5 Brakes | In progress | General service |
| Cody R. | A1 Engine + A4 + A6 | Complete | Advanced, current |
| Sam W. | none yet | A5 course assigned | Lube tech |
Replaces the cert ladder on a whiteboard, and the raise that started two months after the tech qualified.
Yes: WageTime runs each store as its own EIN, or each a department under one, with one login across all of them and labor reported per store or combined, so the number that steers the business stops arriving as one pooled figure.
| Store | EIN | People paid | Labor MTD |
|---|---|---|---|
| Store 214 Reno NV | **-7710 | 11 | $28,940.00 |
| Store 219 Sparks NV | **-7710 | 9 | $23,410.00 |
| Store 231 Carson City NV | **-4085 | 8 | $20,120.00 |
| Combined view | 2 EINs | 28 | $72,470.00 |
Replaces the pooled labor figure that hid the slow store, and the single login every manager shared.
Your store system’s clock and flag hours import straight into WageTime, no double entry between the shop and the check, with the exact flow for your setup confirmed on the demo. The rest of the desk rides along.
| Tech | Clock hrs | Flag hrs | Status |
|---|---|---|---|
| Andre C. TK-4471 | 44.0 | 26.0 | Ready |
| Nina T. TK-4488 | 42.0 | 31.5 | Ready |
| Cody R. TK-4490 | 40.0 | 22.8 | Ready |
| Sam W. TK-4495 | 38.5 | 12.0 | 1 ticket open |
Replaces the export-reformat-retype ritual between the store system and the check, and the tool-account ledger in the drawer.
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 demoYes. Free-service work bills nothing to the customer, but it is real labor the tech performs, so it is paid time that counts toward hours worked, the minimum-wage floor, and overtime. WageTime runs free-service work as its own pay code beside billed flag work, so the labor behind the lifetime promise is on the check and in the weighted-average overtime rate.
Earnings still have to average at least minimum wage across all hours actually worked that week. WageTime runs minimum-wage processing at federal, state, and local levels against real clock hours, so a week heavy on give-away rotations and repairs gets caught by the system instead of by an auditor. When free-service and billed hours mix, overtime computes on the weighted-average regular rate automatically.
Yes. Protection-plan spiffs run as per-unit pay codes, brand-tire and service commissions settle through tiered commission structures, and a financing-attach bonus runs as a flat-amount code. For non-exempt staff, each non-discretionary commission folds into the weighted-average overtime rate. Off-cycle attach and contest runs cost nothing extra, with withholding applied and every tax filed automatically.
The paid training assigns and tracks as a completion record on each tech's file, and every ASE credential sits on the record with recurring 30, 60, and 90-day expiration alerts. When a pay tier is gated on a cert count, the rate binds to the credential with an effective date, so the raise starts the day the tech qualifies rather than whenever the office catches up.
Yes. Run each store as its own EIN or as a department under one, with one login across the group and labor reported per store or combined. Role-based access lets a store manager approve their store, an area developer see their territory, and the owner see everything, while WageTime files each entity's taxes separately across all 50 states plus local jurisdictions.
$50 a month for the company plus $10 per person actually paid that month, with unlimited runs, so weekly pay and off-cycle attach runs cost nothing extra. Filings, W-2s, and 1099s are included. Run several stores as separate LLCs? Each keeps its own EIN, with one login and reporting per store or combined.
Last week's billed flag hours by tech, the free-service hours beside them, and your protection-plan and financing commissions. Twenty minutes with a payroll specialist on a live demo store: you'll watch free-service labor land on the check and in the overtime rate, see the minimum-wage floor run on real hours, and get a straight answer on stepping a tech up the cert ladder the day they qualify.
Book a 20-minute demo