Hyundai’s decade of powertrain and high-voltage-battery coverage keeps in-warranty work coming, and warranty time flags tighter than customer-pay, so flat-rate techs drift toward the wage floor most periods. WageTime runs the true-up on every run, documented before the check goes out.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Hyundai Motor America, Hyundai, or Genesis. All trademarks belong to their respective owners.
At a Hyundai store the hard money hides in fixed ops: a decade of in-warranty work, an EV cert that expires yearly, and two different numbers for every warranty job. Each item below is a normal period and a liability that accrues whether or not anyone is watching.
Hyundai’s powertrain and high-voltage-battery coverage runs a full decade, materially longer than the shorter powertrain windows most volume brands carry. In-warranty repairs keep filling the lane, warranty time flags tighter than customer-pay, and the minimum-wage true-up becomes a standing event instead of an occasional cleanup someone remembers to run.
Techs report warranty jobs that would bill many customer-pay hours paying far fewer warranty hours. That gap is exactly what drags a flat-rate check toward the floor over a warranty-heavy stretch, and the top-up is owed whether or not anyone did the math before the check went out.
High-voltage and Ioniq repairs can only be flagged by HV-certified techs, and that certification renews every 12 months, not on ASE’s five-year cycle. When it lapses, EV-work eligibility and the rate tied to it should move on the exact date, not three paychecks later.
Hyundai’s Warranty Labor Tracking System holds the OEM-allowed labor time; the flag hours that actually pay a flat-rate tech come off closed ROs in CDK, Reynolds, Dealertrack, or Tekion. Two systems, two numbers, reconciled by hand every period, and every re-keyed hour is a chance to short a check.
A tech clears the Platinum Skill Challenge, or an ASE cert under a Gold tier lapses. The flat-rate figure should change on the effective date. Instead it lands three paychecks later as a retro adjustment and an argument at the parts counter.
A standalone Genesis store runs a luxury comp plan (higher gross-per-unit, its own spiffs and CSI structure) under its own EIN, right beside the volume Hyundai store. The group still closes both pay plans on the same day, and generic payroll answers with two logins.
Because a decade of coverage keeps warranty work flowing, WageTime makes the true-up automatic: every period each flat-rate tech’s earnings divide by actual clock hours, test against the minimum-wage floor, and any shortfall posts as a documented true-up on the same run.
Replaces the spot check the controller runs when there’s time, but a warranty-heavy lane rarely leaves time.
Yes: WageTime binds EV-work eligibility and its rate to the high-voltage certification’s effective and expiry dates, and because the credential renews every 12 months, not on ASE’s five-year cycle, the lapse flag fires yearly per EV tech.
| Tech | Ioniq HV cert | Status |
|---|---|---|
| D. Hwang #06$4.00/hr, Feb 3 & Feb 3 2027 | Certified | Current |
| V. Castro #11$4.00/hr, Aug 20 & Aug 20 2026 | Certified | Renews 41 days |
| N. Abara #15$4.00/hr, exp Sep 30, 2 mods | Certified | At risk |
| P. Weller #19not yet EV-eligible | HV training | In progress |
Replaces the sticky note on the shop wall tracking who can still flag high-voltage work, and the retro cleanup after a quiet annual lapse.
The DMS figure pays the tech. WebLTS, reached through WebDCS on HyundaiDealer.com, holds Hyundai’s OEM-allowed warranty time; WageTime imports the closed-RO flag hours from your DMS, split warranty vs. customer-pay, so nobody re-keys the paying number.
| Tech | Payable flag | Status |
|---|---|---|
| D. Hwang #0624.5 wty, 49.5 cust, 72.0 clk | 74.0 | Ready |
| V. Castro #1130.0 wty, 34.0 cust, 65.0 clk | 64.0 | Ready |
| N. Abara #1534.0 wty, 24.0 cust, 66.0 clk | 58.0 | Ready |
| T. Molina #2028.0 wty, 13.5 cust, 63.0 clk | 41.5 | 1 RO open |
| J. Reyes #2420.5 wty, 12.0 cust, 60.0 clk | 32.5 | Ready |
Replaces the export-reformat-retype ritual, and the two-week pay dispute that starts with one transposed digit.
The flat-rate figure binds to the tier a tech has cleared, with an effective date: climb Bronze, Silver, Gold, then take the Platinum Skill Challenge, and WageTime starts the new rate the day the tier does.
| Tech | Flat-rate rule | Status |
|---|---|---|
| D. Hwang #06Plat; L1 laps Oct4:$39.00 Nov1 | $46.00/flag hr | At risk |
| V. Castro #11Gold · recert due Mar 2028 | $37.00/flag hr | Current |
| N. Abara #15Silv, Jul9:$28.00-$34.00 Aug1 | $34.00/flag hr | Rate change |
| J. Reyes #24Bronze · Silver mods scheduled | $23.00/flag hr | Current |
Replaces the whiteboard of who’s Platinum and who’s due, and the retro-pay cleanup after a quiet lapse.
One approval closes both: the Genesis store runs as its own company on a luxury comp mix (higher gross-per-unit, its own spiffs and CSI, service-valet work), while the volume Hyundai store keeps its own plan under its own EIN.
| Company | People | Net pay |
|---|---|---|
| Northgate Hyundai LLC••-•••4190 · Volume | 66 | $228,900 |
| Genesis of Northgate LLC••-•••7205 · Luxury standalone | 24 | $132,400 |
| Northgate Pre-Owned LLC••-•••3618 · Used-car | 17 | $54,300 |
Replaces a payroll login per store, and the workbook that reconciles a luxury and a volume comp plan by hand 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 demoTechs report gaps that size, and the wide gap is exactly what drags a flat-rate check toward the floor over a warranty-heavy stretch. Each period, flat-rate earnings divide by actual clock hours and test against the minimum-wage floor; any shortfall posts as a documented true-up earning on the run, before the check goes out.
Yes. Rates and eligibility bind to a certification with effective and expiry dates, so an EV-work rate starts the day the cert takes effect and the lapse flag fires before the annual renewal date. Because the credential renews every 12 months, that flag runs yearly per EV tech instead of once every five years.
We import the closed-RO flag hours from your DMS (the number that actually pays a flat-rate tech), split warranty vs. customer-pay, so there’s no double entry. WebLTS and WebDCS stay your warranty-labor systems; we don’t claim an integration with them. Tell us your DMS on the demo and we’ll confirm the exact flow.
The rate binds to the tier a tech has cleared, with an effective date, and the ASE certs underneath ride with their own dates. Clear the Platinum Skill Challenge and the new figure starts on the right day; let an ASE cert drift toward lapse and it’s flagged with the per-flag-hour cost shown, not a retro three paychecks later.
Yes. One login covers the group while each store keeps its own EIN, its own automatic federal, state, and local filings, and its own comp plan: luxury and volume close side by side in a single approval, with reporting per store or combined, instead of two logins and a reconciliation workbook.
$50 per month per company plus $10 per month per person paid that month: no long-term contracts, cancel anytime. The three-EIN group in the screens above, 107 people paid, comes to $1,220 for the month: $150 in company bases plus $1,070 in per-person fees. Payroll runs are unlimited, so off-cycle spiff and final-check runs cost nothing extra, and year-end W-2s and 1099s are included.
A stretch of tight warranty flag hours, the EV-cert renewal list, the tier whiteboard, and last month’s Genesis and Hyundai comp sheets. Twenty minutes with a payroll specialist on a live demo store: if WageTime can’t carry your service lane and both comp mixes, you’ll know before the meeting ends.
Book a 20-minute demo