A BMW center pays commissioned Client Advisors, hourly non-commissioned Product Geniuses, and flat-rate techs graded on BMW’s own Certified-to-Master ladder, all in the same run. WageTime runs the BMW pay run the way the store is actually staffed.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by BMW of North America, LLC, BMW AG, MINI, or any manufacturer. All trademarks belong to their respective owners.
Behind a BMW center sit two sales-floor comp shapes at once, a factory credential ladder that sets the flat rate, warranty time measured in a unit that isn’t hours, and high-voltage work only certain hands can be paid for. Each item below is either unpaid office hours at close or a liability compounding quietly until someone finds time to check it.
The Client Advisor earns salary plus uncapped gross commission; the Product Genius beside them is hourly, non-commissioned, and overtime-eligible. One is a commission close, the other is clock hours and time-and-a-half, and generic payroll wants them to be the same kind of employee.
A tech’s flat-rate figure follows BMW’s own ladder, from the Certified level a STEP graduate exits at up to Master Technician. Level up, and the rate should move on the award date, not three paychecks later as a retro fight at the service counter.
A Service Technician Education Program graduate comes in under a one-year commitment, paid hourly while the certifications land, before flat rate becomes the whole check. Miss the switch date and you either overpay the guarantee or shove a new tech onto flags early, with the minimum-wage true-up waiting the moment they’re there.
BMW books warranty labor in flat rate units out of AIR and the KSD time guide, not in clock hours. A warranty-heavy fortnight still has to clear the wage floor per tech, so the FRU time has to be normalized against actual hours before anyone can trust the check.
BMW requires HV-certified techs on i-series high-voltage systems, and battery work is reported to need an ST1825-certified specialist, so those flag hours pile onto the one or two cleared techs on staff. The premium rides on a credential that expires, and paying an uncertified tech for an HV op is the kind of error nobody catches until it’s a claim.
A BMW group holds the BMW center, a MINI rooftop, and its used-car company as separate EINs filing their own taxes, yet still wants one pay day and one approval. Generic providers hand back a login per entity and a consolidation workbook someone rebuilds by hand each month.
In one WageTime run: the Client Advisor settles on salary plus uncapped gross commission through the month-end close, while the Product Genius beside them runs hourly, overtime-eligible past forty, with CSI bonuses and never a commission.
Replaces the two side-by-side spreadsheets (one for advisor commissions, one for Genius hours and overtime) that never closed on the same day.
The flat rate keys to the BMW level and a new rate starts on the award date; a STEP graduate runs on the hourly guarantee through the first-year commitment, then flips to flat rate on a scheduled date.
| Tech | Rate rule | Status |
|---|---|---|
| K. Osei #04Master Tech · HV cert current | $46.00/flag hr | Current |
| R. Mendes #09Senior · Master review HV done | $38.00 → $42.00/flag hr | Rate change Aug 1 |
| T. Vogel #12Certified · STEP window Sep 1 | $24.00/hr guarantee → flat rate | On guarantee |
| S. Park #16Tech · two BMW courses left | $30.00/flag hr | Current |
Replaces the whiteboard of who’s Certified and who’s Master, and the sticky note that says “move Vogel to flat rate in the fall.”
WageTime imports warranty flag time however BMW denominates it, flat rate units included, normalizes it against actual clock hours, and runs the minimum-wage true-up on top, so a warranty-heavy stretch can’t quietly drag a tech below the floor.
Replaces the by-hand FRU-to-hours conversion the controller does when there’s time, because the wage floor doesn’t wait for when there’s time.
The HV premium binds to the credential and stops the day it lapses: WageTime routes i-series high-voltage flag operations only to cleared techs, and a pending lapse surfaces before an uncertified tech is ever paid for the work.
| Tech | HV premium | Status |
|---|---|---|
| K. Osei #04HV Spec (ST1825) + Battery iX | +$6.00/flag hr | Cleared · i4 / iX |
| D. Iyer #18HV Diag Spec · recert 2027 | +$8.00/flag hr | Cleared · HV diag |
| R. Mendes #09ST1825 HV Spec · i5 pending | HV premium, eligible ops | i5 battery gated |
| S. Park #16no HV cert · ST1825 booked | standard flat rate | Not HV-cleared |
Replaces the mental note of who’s HV-certified this quarter, and the uncertified-tech HV flag nobody catches until the warranty claim bounces.
The whole group closes on one pay day: WageTime runs the BMW center, the MINI rooftop, and the used-car company as separate EINs under one login, and the recognition money goes out off-cycle the day the number clears.
| Company | Net pay | Status |
|---|---|---|
| Bavarian Motors of Summit LLC••-•••3140 · 74 · auto-filed | $286,410 | Ready |
| Summit MINI LLC••-•••6602 · 21 · auto-filed | $71,880 | Ready |
| Summit Pre-Owned LLC••-•••1187 · 15 · auto-filed | $47,210 | Ready |
Replaces a payroll login per rooftop, and the consolidation workbook that ties BMW, MINI, and the used lot together every Friday.
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 demoWageTime runs both in one pay run. Client Advisors settle through the month-end commission close on salary plus uncapped gross commission, while Product Geniuses are paid hourly with overtime and any CSI bonus, never commission. Each person runs on their own basis, and the floor closes on the same day.
Each BMW level carries its own flat-rate figure. WageTime keys the rate to the tech’s current level, from the Certified level a STEP graduate exits at up to Master Technician, and starts a new rate on the award date, so leveling up reprices their flags immediately, and an expiring credential surfaces before it becomes a retro adjustment.
A Service Technician Education Program graduate enters under a one-year commitment, paid hourly while the certifications land, before moving to flat rate. WageTime holds the hourly guarantee to a scheduled switch date, flips the tech to their level’s flat rate the day it lands, and runs the minimum-wage true-up behind the flags from then on.
BMW records warranty labor in flat rate units out of AIR and the KSD time guide, and warranty time typically pays tighter than customer-pay. WageTime imports the warranty flag time, normalizes it against actual clock hours, and tests flat-rate earnings ÷ clock hours against the wage floor each period; a shortfall posts as a documented true-up before the check goes out.
WageTime binds the high-voltage premium to the credential (the ST1825 HV Specialist certification BMW requires for i-series high-voltage work), routes eligible HV flag operations to cleared techs, and flags a pending lapse before an uncertified tech is paid for the work. The same effective-dated credential logic drives the level ladder.
Yes to both. Each rooftop (the BMW center, the MINI store, the used-car LLC) keeps its own EIN and filings and closes under one approval, and the month-end commission close (minis, volume tiers, F&I chargeback netting, draw offsets) runs as payroll. It’s $50 per company per month plus $10 per person paid that month, no long-term contract, and switching is full-service and paid.
Last month’s Client Advisor commission sheets, a rack of Genius hours and overtime, a STEP grad due to flip to flat rate, a warranty-heavy fortnight of FRU, and the Center of Excellence money you still owe from when the scores posted. Twenty minutes with a payroll specialist on a live demo store: if WageTime can’t carry your comp plans, you’ll know before the meeting ends.
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