A Honda service department pays on machinery generic payroll never sees. A STEP flat rate that can’t move until a tech finishes an in-person PDC lab. A high-voltage EV credential that expires on its own two-to-three-year clock. HondaTrue recon flag hours that pay a tech but bill no customer. CSI-survey bonuses that land after the calendar closed. WageTime carries every one of them — across each Honda and Acura EIN, on one Friday.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by American Honda Motor Co., Honda, or Acura. All trademarks belong to their respective owners.
A STEP rate waits on a lab seat. An EV credential expires early. Recon hours pay nobody’s customer. Survey money lands off-calendar. Each one is tracked on a sticky note today, and each one is either unpaid office time or a quiet liability.
A tech finishes the HondaPro online courses, but the flat-rate bump doesn’t come until the hands-on instructor-led lab at a Honda Professional Development Center. Move the rate on the enrollment and you overpay; move it late and you owe retro. The trigger is the lab date, and it lives on a whiteboard.
Prologue and Acura ZDX work needs a current high-voltage safety certification, and that credential renews every two to three years — well ahead of the roughly five-year ASE cycle. Miss the date and the tech shouldn’t touch an electrified powertrain, yet the EV pay premium keeps paying until someone notices.
Certifying a HondaTrue used car means a 182-point reconditioning pass, and every flagged hour pays a tech at flat rate. There’s no customer to invoice and no warranty claim to file — so the hours get hand-coded to the used lot, or they get missed.
Customer-satisfaction scores and President’s Award criteria post after the period closes. The store still owes advisors and techs their spiff this week, taxed as a bonus, not folded into next month’s regular check where it’s already too late.
Honda’s basic coverage is 3 years / 36,000 miles, powertrain 5/60 — so warranty work concentrates in a car’s first years. Warranty pays factory assembly-line times that run tighter than customer-pay, and a warranty-heavy fortnight quietly drags a flat-rate tech toward the wage floor.
Each of these gets a real product screen below, shown with sample store data. The commission close and multi-EIN group get straight answers in the FAQ.
WageTime binds a Honda tech’s flat rate to the STEP level with an effective date you set to the PDC lab — not the online enrollment. Finishing the HondaPro coursework queues the change; the higher rate turns on the day the instructor-led lab is signed off. Express to Technician to Master, the raise lands once, on the right day, with no retro cleanup and no early overpay.
| Tech | STEP level | Rate change | PDC lab | Status |
|---|---|---|---|---|
| A. Okonkwo · #05 | Technician → Master | $28.00 → $37.00/flag hr | Online done · ILT lab Aug 12 | Held at $28 until lab |
| L. Byrd · #09 | Master Technician | $37.00/flag hr | Recert current | Current |
| R. Cho · #12 | Express → Technician | $21.00 → $28.00/flag hr | Lab signed off Jul 2 | Effective Jul 2 |
| D. Mensah · #17 | Technician · PACT grad | $26.00/flag hr | Two labs booked | Current |
Replaces the whiteboard of who passed which lab — and the retro adjustment after a rate moved on the wrong date.
WageTime tracks each tech’s high-voltage safety certification as a rate rule with an expiry date. The EV pay premium is tied to a current credential, so it turns off automatically on the expiry — and the lapse is flagged thirty days out, in dollars, so the shop can move electrified work off that tech before pay is ever exposed. It renews far faster than an ASE cert, so it’s watched on a tighter cadence.
| Tech | HV credential | Renews | EV premium | Status |
|---|---|---|---|---|
| L. Byrd · #09 | Current | Renews Mar 2027 | +$6.00/flag hr | Active |
| A. Okonkwo · #05 | Expires Aug 8 | 24 days out | +$6.00/flag hr | Renew now |
| R. Cho · #12 | Not held | Class booked Sep | — | No EV pay |
| D. Mensah · #17 | Current | Renews Nov 2026 | +$6.00/flag hr | Active |
Replaces the calendar reminder nobody set — and an EV premium that paid on for weeks after the credential lapsed.
WageTime pays HondaTrue 182-point reconditioning flag hours as flat-rate time and posts them to the used-vehicle department in QuickBooks — no customer invoice, no warranty claim. The imported closed-RO hours land per tech at their own flat rate, and the finished run maps the labor cost to the used lot instead of leaving it hand-coded or lost between the service drive and the sales side.
| Unit / RO | Recon flag hrs | Tech | Flat pay | Posts to |
|---|---|---|---|---|
| 2022 CR‑V · RO #61402 | 3.4 | L. Byrd #09 | $125.80 | Used Vehicles |
| 2021 Accord · RO #61455 | 2.1 | D. Mensah #17 | $54.60 | Used Vehicles |
| 2023 Pilot · RO #61478 | 4.6 | A. Okonkwo #05 | $128.80 | Used Vehicles |
| 2020 Civic · RO #61503 | 1.8 | R. Cho #12 | $37.80 | Used Vehicles |
Replaces the used-lot labor line the bookkeeper reconstructs by hand — and the recon hours that never made it onto a check.
WageTime pays CSI and President’s Award bonuses on an off-cycle run at no extra cost, taxed as supplemental wages, the week the scores land. Customer-satisfaction results and award criteria post after the pay calendar has closed; instead of waiting for the next scheduled check or fudging the tax, you cut the spiff now, per advisor or tech, with every federal, state, and local tax filed automatically.
| Employee | Role | Metric hit | Bonus | Tax |
|---|---|---|---|---|
| T. Alvarez | Service advisor | CSE 96.2 · tier cleared | $800.00 | Supplemental |
| L. Byrd #09 | Master tech | Service retention 92% | $500.00 | Supplemental |
| M. Sato | Service advisor | CSE 94.8 · tier cleared | $650.00 | Supplemental |
| P. Okoye | Service manager | President’s Award criteria met | $1,200.00 | Supplemental |
Replaces the bonus that waited a month for the next check — and the guess at how to tax it.
Because Honda coverage is short — 3 years / 36,000 miles basic, 5/60 powertrain — warranty work stacks up in a car’s early years, and warranty pays factory assembly-line labor times that run tighter than customer-pay. WageTime divides each tech’s flat pay by actual clock hours every period, tests it against the wage floor, and writes any shortfall as a documented true-up on the run — before the check goes out, not after a claim.
| Tech | Warranty share | Flat pay | Clock hrs | Eff. wage | Top-up |
|---|---|---|---|---|---|
| L. Byrd #09 | 33% | $3,182.00 | 76.0 | $41.87 | — |
| A. Okonkwo #05 | 38% | $2,240.00 | 74.5 | $30.07 | — |
| D. Mensah #17 | 44% | $1,404.00 | 68.0 | $20.65 | — |
| R. Cho #12 | 58% | $861.00 | 67.5 | $12.76 | $252.75 |
| J. Faye #21 | 63% | $602.25 | 63.0 | $9.56 | $437.25 |
Replaces the by-hand floor check that only runs when there’s time — and the wage-and-hour exposure that builds while there isn’t.
On the lab date. WageTime queues the STEP rate change when the HondaPro coursework is done, but the higher flat rate turns on with an effective date set to the in-person Professional Development Center lab sign-off. No early overpay on the enrollment, no retro adjustment three checks later.
Yes. The EV pay premium is bound to a current HV safety certification with its own expiry date, so it stops automatically on that date. The lapse is flagged about thirty days out, in dollars, so the shop can reassign electrified work before any pay is exposed.
The recon flag hours import off the closed RO and pay the tech at flat rate, and the finished run posts that labor cost to the used-vehicle department in QuickBooks. No customer invoice, no warranty claim — the used-lot line reconciles on the same payroll instead of being hand-coded later.
Yes. Payroll runs are unlimited, so a CSI or President’s Award bonus run costs nothing extra and can go out the week the scores post. Each spiff is taxed as supplemental wages per person, with every federal, state, and local tax filed automatically.
We import clock and flag hours so there’s no double entry — closed-RO flag time and time-clock hours land together, matched to the pay period. The Honda Interactive Network stays your certification and warranty system; the hours that pay the tech come off the DMS ROs. Tell us your DMS on the demo and we’ll confirm the exact flow for your setup.
One login, one pay day. Each rooftop files under its own EIN, and the month-end commission close — minis, volume tiers, F&I with chargeback netting, draw offsets — runs in the same period. At $50 per company plus $8 per person, a 113-person Honda-Acura-used group is $1,054 a month.
A tech waiting on a PDC lab, an HV credential about to lapse, a stack of HondaTrue recon ROs, and last quarter’s CSI spiffs. Twenty minutes with a payroll specialist on a live demo store — if WageTime can’t carry the Honda pieces, you’ll know before the meeting ends.
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