A flooring business pays four ways in one week: showroom commission, footage by material, stairs by the step, the warehouse by the hour. WageTime pays all of it in the same weekly run, for dealers and installation contractors alike.
Flooring payroll isn’t hard because any one formula is hard. It’s hard because the showroom, the van, and the warehouse each run on a different one, and only the office ever sees all three.
Monday is carpet at one rate, Wednesday is LVP at another, Thursday is a flight of box stairs priced per step, and Friday morning is tear-out. Each line pays differently, someone tallies it from job tickets, and one mistyped quantity quietly repeats across a whole crew.
Sales commission comes off gross profit, and gross profit moves with every material reorder and change order. So the settlement waits for the office, the office waits for the final numbers, and the salesperson waits on a check they can’t verify.
Installers on 1099 paper who drive the company van, on the company schedule, with company tools: that pattern is exactly what wage-and-hour investigators keep finding in this trade, and settlements land in six figures. Whatever your setup, the paperwork has to match the reality.
The tile bid wants a CTI on the job. The wood warranty wants NWFA training. The commercial GC asks who’s CFI certified. The cards exist, somewhere, but nobody can say at bid time who holds what, and no calendar warns before a certification quietly ages out.
Piece counts, job costing, and commission math live in the dealer’s flooring system. Payroll lives somewhere else. Every Friday someone re-types one into the other, and every re-type is a chance for the paycheck to disagree with the job ticket.
WageTime pays flooring work in the units it’s bid in: square feet or yards by material, stairs by the step, tear-out by the job, hourly for the warehouse, with overtime computed on the weighted-average regular rate.
Replaces the footage tally on a legal pad, and the overtime math nobody was doing on it.
Tiered commission is configuration in WageTime, not a spreadsheet ritual: a plan that steps 2%, then 4%, then 6% as volume lands settles inside the same run that pays the install side’s piece codes.
Replaces the commission spreadsheet the sales team keeps auditing from memory.
W-2 installers and 1099 subs run in the same payroll, with both year-end forms filed. Whether a crew belongs on a W-2 is your attorney’s question; WageTime makes either answer easy to run.
| Worker | YTD paid | Year-end |
|---|---|---|
| Dario V.W-2 · hourly + piece | $31,480 | W-2 |
| Sam K.W-2 · hourly + piece | $28,912 | W-2 |
| Ortiz Flooring LLC1099 subcontractor | $44,150 | 1099-NEC |
| Reyes Surfaces1099 subcontractor | $37,620 | 1099-NEC |
Replaces the AP-checkbook sub ledger, and the January scramble to rebuild it into 1099s.
Who holds what, per material, answerable at bid time: WageTime tracks credentials on the employee record with 30, 60, and 90-day expiration alerts and the documents attached.
| Installer | Renewal | Status |
|---|---|---|
| Dario V.CFI · Resilient | Mar 2027 | Current |
| Sam K.Certified Tile Installer | Sep 2026 | 60-day alert |
| Lena M.NWFA Certified Installer | Jan 2027 | Current |
| Tomás R.CFI · Carpet | Aug 2026 | 30-day alert |
Replaces the drawer of expired cards discovered the week the bid was due.
The average installer is 56 and the trade loses thousands a year to retirement, so replacing hands can’t take a week of paperwork: new installers self-onboard into WageTime from their phones, and pricing follows the roster.
| Name | First payable run | Docs |
|---|---|---|
| Kevin B.I-9 documents captured | Fri Jul 17 | e-signed |
| Tomás R.Direct deposit added | Fri Jul 17 | e-signed |
| Lena M.Rehire · records restored | Fri Jul 17 | on file |
| Aiden C.Invite sent | Fri Jul 24 | pending |
Replaces the paper packet in the glovebox, and the week of limbo before a new hire’s first check.
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, when they’re employees. Piece pay doesn’t waive federal overtime; hours still count, and the premium comes off the weighted-average regular rate for the week. WageTime runs per-square-foot, per-yard, and per-step pay codes and computes that blended overtime automatically, so a mixed carpet-stairs-warehouse week comes out as one correct check.
Yes. Percentage-based comp settles through tiered commission structures, so a gross-profit plan with stepped tiers runs as configuration, and installer piece codes run in the same weekly payroll. One run closes the whole store’s pay week, and off-cycle corrections cost nothing extra.
Yes. 1099 contractors run alongside W-2 employees in the same run, and year-end W-2s and 1099s are both filed. WageTime doesn’t decide anyone’s classification (that’s a conversation for your attorney, especially in a trade regulators audit by name), but it makes either status clean to pay and clean to document.
Yes. Credentials and licenses live on the employee record with documents attached and recurring 30/60/90-day expiration alerts, so material-specific cards like CFI, Certified Tile Installer, and NWFA certifications are current, findable, and provable when a bid or a warranty claim asks.
Piece quantities and commission amounts run through WageTime pay codes in the run, itemized on the stub. For crew hours, we import clock hours so there’s no double entry; tell us your system on the demo and we’ll confirm the exact flow for your setup. Crews can also punch on WageTime’s GPS-stamped mobile clock, geofenced per jobsite.
$50 per month per company plus $10 per person paid that month, with unlimited runs: weekly pay, off-cycle checks, and commission settlements at no extra cost. HR, time, and benefits are optional add-ons, priced separately; certified payroll and union payroll for public or CBA work are add-ons too, scoped and priced on the demo. Switching is full-service and paid.
A week of piece tallies, a commission statement, and your sub list. Twenty minutes with a payroll specialist on a live demo company: you’ll watch the footage, the stairs, the tiers, and the overtime land on real stubs, and see the invoice math for your roster.
Book a 20-minute demo