A BMW center pays Client Advisors on salary plus uncapped gross commission, hourly non-commissioned Product Geniuses who present the car but never close it, flat-rate technicians graded on BMW’s own Certified-to-Master ladder, and i-series high-voltage work locked to a handful of ST1825-certified hands — all in the same run. Generic payroll models the commission and leaves the rest to the office, one spreadsheet at a time. WageTime runs the BMW pay run the way the store is actually staffed: the two-shape sales floor, the STEP ladder, warranty time booked in flat rate units, and the month-end close — every EIN, one Friday.
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.
The first four get a real product screen below, shown with sample store data. The group run and the commission close get straight answers in the FAQ.
WageTime runs both sales-floor comp shapes in one pay run — the Client Advisor on salary plus uncapped gross commission through the month-end close, and the Product Genius on hourly wages with overtime and CSI bonuses, never on commission. A BMW showroom is staffed differently from a volume store: the Client Advisor negotiates and closes, while the BMW Genius is a salaried-hourly product expert who demonstrates the car and answers the technical questions but is not paid to close a deal. That splits the floor into two payrolls that have to settle on the same Friday — commissioned earnings that flow out of the deal log, and clock hours that are overtime-eligible the moment a Genius passes forty. WageTime carries each person on their own basis, folds the Geniuses’ hours and bonuses into the run beside the advisors’ commissions, and closes them together.
| Name | Role | Pay basis | Commission / bonus | Overtime | Net |
|---|---|---|---|---|---|
| A. Reyes | Client Advisor | Salary + gross % | +$6,820.00 comm | — | $9,320.00 |
| M. Cho | Client Advisor | Salary + gross % | +$4,150.00 comm | — | $6,650.00 |
| J. Bauer | Product Genius | Hourly, non-comm | +$300.00 CSI bonus | 6.0 hrs | $3,240.00 |
| L. Ortiz | Product Genius | Hourly, non-comm | — | — | $2,560.00 |
| P. Nash | Sales manager | Salary + team override | +$1,500.00 override | — | $6,000.00 |
Replaces the two side-by-side spreadsheets — one for advisor commissions, one for Genius hours and overtime — that never closed on the same day.
WageTime keys each BMW technician’s flat rate to their level on BMW’s own ladder and starts a new rate on the award date, and it carries a Service Technician Education Program graduate on hourly wages through the first-year commitment before flipping them to flat rate on a scheduled date. BMW’s ladder runs from Certified — where a STEP graduate exits, one level under Master — up to Master Technician, which BMW gates on its full technical curriculum, high-voltage certification, and years on the floor. So a new grad’s pay changes shape on a known date, and a promotion has to reprice that tech’s flags on a specific day. WageTime holds the level per person, runs the STEP graduate on their hourly guarantee until the switch date, then queues the flat rate to its effective date and surfaces a pending promotion or an expiring credential with the per-period dollar swing spelled out.
| Tech | BMW level | Rate rule | Watching | Status |
|---|---|---|---|---|
| K. Osei #04 | Master Technician | $46.00/flag hr | HV cert current | Current |
| R. Mendes #09 | Senior Technician | $38.00 → $42.00/flag hr | Master review passed, HV course done | Rate change Aug 1 |
| T. Vogel #12 | Certified | $24.00/hr guarantee → flat rate | STEP one-year window, flips Sep 1 | On guarantee |
| S. Park #16 | Technician | $30.00/flag hr | Two BMW courses left for Senior | 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 each tech’s warranty flag time however your BMW systems denominate 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. BMW books warranty labor in flat rate units drawn from AIR and the KSD time guide rather than in clock hours, and warranty allowances typically run tighter than customer-pay time for the same job, so a fortnight full of warranty work cuts a tech’s effective earnings even at the same skill. WageTime divides each tech’s flat-rate earnings by their real clock hours every period and tests the result against the wage floor; a shortfall becomes a documented true-up earning on the run, before the check goes out rather than after a claim. Tell us your BMW systems on the demo and we’ll confirm the exact flow for your setup.
| Tech | Warranty share | Warranty FRU | Flat earnings | Clock hrs | Effective | True-up |
|---|---|---|---|---|---|---|
| K. Osei #04 | 22% | 148 FRU | $3,910.00 | 78.0 | $50.13 | — |
| R. Mendes #09 | 34% | 210 FRU | $2,690.00 | 75.0 | $35.87 | — |
| S. Park #16 | 58% | 288 FRU | $1,510.00 | 72.0 | $20.97 | — |
| T. Vogel #12 | 61% | 176 FRU | $770.00 | 66.0 | $11.67 | $319.00 |
| N. Kraus #21 | 47% | 132 FRU | $612.00 | 60.0 | $10.20 | $378.00 |
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.
WageTime gates the high-voltage premium and the i-series flag operations to the techs who actually hold the credential, and flags the premium to stop the day the certification lapses. BMW allows only HV-certified techs to work high-voltage systems, and battery-level work on the i4, iX, i5, and i7 is reported to require an HV Specialist Technician who has passed the ST1825 Alternative Drive course, with a higher HV Diagnostic Specialist tier above it. That concentrates i-series high-voltage flag hours on the one or two cleared techs on staff, and the extra rate rides on a credential that expires. WageTime binds the HV premium to the credential, routes eligible high-voltage flag operations to cleared techs, and surfaces a lapse before it turns into a paid-but-uncertified operation — the same effective-dated credential logic that drives the level ladder, pointed at the highest-liability work in the shop.
| Tech | HV credential | Rate rule | Watching | Status |
|---|---|---|---|---|
| K. Osei #04 | HV Specialist (ST1825) + HV Battery iX | +$6.00/flag hr HV premium | cert current | Cleared · i4 / iX |
| D. Iyer #18 | HV Diagnostic Specialist | +$8.00/flag hr diagnostic premium | recert due 2027 | Cleared · HV diag |
| R. Mendes #09 | HV Specialist (ST1825) | HV premium on eligible ops | i5 battery cert pending | i5 battery gated |
| S. Park #16 | none | standard flat rate | ST1825 course scheduled | 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.
WageTime runs the BMW center, the MINI rooftop, and the used-car company as separate EINs under one login, closing them on a single pay day with each filing its own taxes — and it pays Center of Excellence and CSI recognition money off-cycle, the day the number clears, at no extra cost. A BMW group holds each rooftop as its own company with its own federal, state, and local filings and deposits, and generic providers answer that with a login per entity and a consolidation workbook. WageTime treats the multi-EIN group as the default: reporting comes per store or combined, 1099 contractors — the detail vendor, the lot porters — run alongside W-2 employees on the same day, and because payroll runs are unlimited, the off-cycle spiff run when a store lands Center of Excellence recognition costs nothing extra. Finished payroll posts to QuickBooks mapped by department, so fixed-ops and variable labor land in the books without a hand-keyed journal entry.
| Company | EIN | People paid | Net pay | Taxes | Status |
|---|---|---|---|---|---|
| Bavarian Motors of Summit LLC | ••-•••3140 | 74 | $286,410 | Auto-filed | Ready |
| Summit MINI LLC | ••-•••6602 | 21 | $71,880 | Auto-filed | Ready |
| Summit Pre-Owned LLC | ••-•••1187 | 15 | $47,210 | Auto-filed | Ready |
Replaces a payroll login per rooftop — and the consolidation workbook that ties BMW, MINI, and the used lot together every Friday.
WageTime 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 $8 per person paid that month, no 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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