A Nissan store ranks techs by finished ASE core areas and gates battery work to Level 2 authorization; payroll usually finds out weeks later. WageTime binds the rate to the certification and the authorization, effective the day they clear.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Nissan North America, Inc., Nissan, or INFINITI. All trademarks belong to their respective owners.
A Nissan store already tracks who’s finished which ASE area and who’s cleared to touch a battery. The trouble is none of it reaches the check on time, so the raise is retro, the EV hour pays wrong, and the office squares it by hand.
Nissan promotes a tech by how many of four core specialty areas they’ve completed: one makes a Specialist, two a Senior, all four a Master. The rate should step the day the fourth core clears. Instead it moves later, as a retro adjustment nobody enjoys keying.
Nissan lets only a Level 2 high-voltage tech de-energize a pack and flag live-system repair. That hour is worth a different rate than a brake job, but generic payroll has one rate per tech and no idea who’s authorized.
Nissan’s flat-rate program sets what Nissan pays the dealer for warranty work. The wage the technician earns, and any minimum-wage make-up, is the store’s obligation: a split a Florida appeals court confirmed in 2024, and a check the controller still runs from memory.
Warranty claims and bulletins run through NNAnet 2.0 and ASIST; the flag hours that actually pay the tech come off closed ROs in CDK, Reynolds, Dealertrack, or Tekion. Someone retypes both into payroll, and every retyped number can short a flat-rate check.
A two-year Nissan academy graduate walks in ASE-certified and enters at a SCOPE level. The entry rate has to match on day one, then step up as each core area certifies, not wait for someone to remember which exams they’ve passed.
The Nissan store, the INFINITI rooftop, and the pre-owned company are each their own LLC with their own filings, and the group still closes payroll once, on the same day. Generic providers answer with three logins and a consolidation workbook.
WageTime advances a Nissan tech’s flat rate by the count of completed ASE core specialty areas, exactly how SCOPE promotes, and each area binds to the rate with its own effective date, so the raise starts the day the core clears.
| Tech | Cores done | Flag-hr rate |
|---|---|---|
| D. Ferraro #06Nissan Master · current | 4 of 4 + NMT | $46.00/flag hr |
| L. Okafor #11Sr Spec · Engine, Electrical | 2 of 4 cores | $34.00/flag hr |
| M. Bianchi #14Sr 1→2·Chassis Aug1, rate Aug1 | Rate chg Aug 1 | $29.00 → $34.00 |
| R. Sethi #19Spec 1/4·ASE·$24.00 Oct1 | At risk | $29.00/flag hr |
| T. Alvarez #22Tech · NTTA grad · current | 0 of 4 cores | $24.00/flag hr |
Replaces the whiteboard tally of who’s finished which core, and the retro raise after the fourth one quietly cleared.
WageTime pays high-voltage flag hours at their own rate, and only to the techs Nissan authorizes: the EV rate binds to the Level 2 authorization, so an unauthorized tech simply can’t accrue it.
| Tech | HV level | EV flag rate |
|---|---|---|
| D. Ferraro #06Battery/live-system · L2 | Level 2 | $52.00/flag hr |
| L. Okafor #11Battery/live-system · L2 | Level 2 | $46.00/flag hr |
| M. Bianchi #14HV remove/install · L1, no EV | Level 1 | - |
| R. Sethi #19Clears Aug1·L2 rate Aug1 | Level 1 → 2 | $40.00/flag hr queued |
| T. Alvarez #22Conventional service · L0 | Level 0 | - |
Replaces the single rate that pays a battery pack like a brake job, and the guessing about who’s cleared to touch it.
WageTime trues up the wage the dealership owes, not the rate Nissan reimburses, because those are two different numbers: a split a Florida appeals court confirmed in 2024.
Replaces the by-hand floor check the controller runs when there’s time, and the argument about which number Nissan actually owes.
WageTime pulls the flag hours that pay the tech straight off closed repair orders in your DMS, matched to the pay period, so the numbers in the check are never retyped. Tell us your DMS on the demo and we’ll confirm the exact flow.
| Tech | Flag hrs | Status |
|---|---|---|
| D. Ferraro #0674.0h·48.0CP+14.0wty+13.0EV | 75.0 | Ready |
| L. Okafor #1178.0h·52.0CP+18.0wty+9.0EV | 79.0 | Ready |
| M. Bianchi #1466.0h·28.0CP+30.0wty+0.0EV | 58.0 | Ready |
| R. Sethi #1970.0h·30.0CP+10.0wty+0.0EV | 40.0 | 1 RO open |
| T. Alvarez #2264.0h·20.0CP+12.0wty+0.0EV | 32.0 | Ready |
Replaces the export-reformat-retype ritual between NNAnet, the DMS, and payroll, and the dispute that starts with one transposed digit.
WageTime closes the month end as a screen instead of a spreadsheet: gross commissions, unit minis, volume tiers, and F&I with chargeback netting compute per person, and you approve one number, not a stack of sheets.
Replaces the commission workbook, the deal-by-deal recheck, and the argument that starts with “my sheet says.”
WageTime runs a Nissan-INFINITI group as one login and many EINs, because that is how the group is held: three LLCs, three sets of filings, and one close on the same Friday.
| Company | Net pay | Status |
|---|---|---|
| Lakeshore Nissan LLCEIN ••-•••4207 · 61 ppl, taxed | $221,600 | Ready |
| Lakeshore INFINITI LLCEIN ••-•••8135 · 33 ppl, taxed | $126,400 | Ready |
| Lakeshore Pre-Owned LLCEIN ••-•••6072 · 17 ppl, taxed | $54,900 | Ready |
Replaces a payroll login per LLC, and the consolidation workbook that ties the group 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 demoYes. WageTime advances the flat-rate figure per completed core area, mirroring SCOPE itself: one area makes a Specialist, two a Senior Specialist, all four a Master. Each area binds to the rate with its own effective date, so the raise lands the day the credential clears, not as a retro adjustment three paychecks later.
You queue the Master rate against its effective date and WageTime applies it on that period’s run: no retro cleanup. Because the rate binds to the credential, the fourth core area and New Model Training completing is what triggers the change, shown in the ladder before the check goes out.
Yes. HV flag hours post to their own rate bucket, and the EV rate binds to the Level 2 authorization the way any certification-tied rate does. A Level 0 or Level 1 tech can’t accrue it; when a tech clears Level 2, the EV rate starts on its effective date.
WageTime trues up the wage you owe, separately from what Nissan reimburses you: a distinction a Florida appeals court confirmed in 2024. Each period it divides flat-rate earnings by actual clock hours, tests against the floor, and writes any shortfall as a documented true-up earning before the run closes.
Set the graduate’s rate at their SCOPE entry level and WageTime carries it until an ASE core area certifies. As each area feeds Nissan through their affiliated myASE account, you queue the next rate against its effective date and it steps up on the run: Specialist, Senior, and on to Master.
NNAnet and ASIST stay your warranty-claim and service-information systems. WageTime imports the flag hours that pay the tech off the closed ROs in your DMS (CDK, Reynolds, Dealertrack, or Tekion), matched to the period and split by bucket, then posts finished payroll to QuickBooks by department. Tell us your DMS on the demo.
The SCOPE list off the whiteboard, a warranty-heavy fortnight of flag hours, last month’s commission sheets, and who’s cleared to Level 2. 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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