Pizza Hut is the rare pizza brand that still seats guests: some of your units are Red Roof dining rooms with tip-credit servers; others are Delco units built on drivers in their own cars. WageTime runs both pay models in one payroll.
For independently owned and operated Pizza Hut restaurants. WageTime is not affiliated with, endorsed by, or sponsored by Pizza Hut or its franchisor. “Pizza Hut” and “Red Roof” are trademarks of their owner, named here only to describe the businesses this page serves.
A Pizza Hut group is not one kind of restaurant. It is a dining room and a delivery hub running under the same sign, paid two different ways, and the ground keeps moving as the dine-in rooms convert to delivery. Each of these is either a manager’s second job or a wage claim waiting for a plaintiff.
A Red Roof restaurant pays table servers a tipped wage and runs a tip pool; a Delco unit pays delivery drivers who supply their own cars plus a carryout crew. Same brand, same owner, two pay models that share almost nothing. Run them on one generic payroll and either the servers’ tip credit or the drivers’ reimbursement is the thing that breaks.
Pizza Hut keeps moving its estate from dine-in to delivery, and the brand no longer offers new Red Roof locations. Convert a unit and the roster turns over: servers on a tip credit give way to drivers with mileage, the tip pool closes, reimbursement codes open, and it all has to happen on the same EIN without a missed or doubled paycheck.
A dine-in server earns a cash wage plus tips, so overtime has to be figured on the full minimum wage, not the cash wage, and the tip credit only holds if the notice was given and the pool is legal. Seven states ban the tip credit outright. Get it wrong in the dining room and the back-pay clock runs for years.
A Delco unit runs on drivers in their own cars, and federal law won’t let a floor-wage driver’s gas and wear cut into the minimum wage. A Pizza Hut franchisee that ran more than 300 restaurants paid $4.75 million to settle drivers who said a per-delivery rate left them short. The reimbursement line is a wage claim now, not a footnote.
A 6% royalty plus a 4.75% national advertising contribution is about 10.75 cents of every gross dollar, gone before anyone is paid. Labor is the line you steer, but it reads differently in a server-staffed dining room than a driver-staffed Delco unit, so you need it by unit and by format, this week, not buried in a month-end P&L across a dozen EINs.
One payroll, both formats: WageTime runs Red Roof servers on tip codes and tipped overtime, Delco drivers on mileage and per-delivery codes, cooks on straight hourly, all coded by role on the same run.
| Unit | People | Status |
|---|---|---|
| Oakhill #3921 · Dine-inRed Roof · tipped + kitchen | 18 | Ready |
| Midtown #4415 · DelcoDrivers + carryout | 14 | Ready |
| Lawson #4780 · DelcoDrivers + carryout | 12 | Ready |
| Bell Rd #3388 · Dine-inRed Roof · tipped + kitchen | 16 | 1 cross-role |
Replaces the dining-room payroll and the delivery payroll kept in two systems, reconciled by hand every cycle.
Yes: WageTime runs the Red Roof tip credit as configuration, not a clipboard. Tip pools are supported for the servers and the roles that share, and the whole thing stays right in states that set higher tipped floors or ban the credit outright.
Replaces the tip spreadsheet with the formula nobody remembers writing, and the overtime rate figured on the cash wage.
WageTime tests each driver’s wage-after-costs against the federal, state, and local floor the moment mileage is entered, so a thin reimbursement surfaces before the run, not in a demand letter.
Replaces the per-delivery figure guessed once and never revisited, and the settlement letter that reads it back to you.
A conversion is a roster change on the same EIN, not a new company: WageTime closes the tip pool, swaps tip codes for mileage and per-delivery codes, and the unit never misses or doubles a paycheck.
| Change | Count | Status |
|---|---|---|
| Tip pool closedServers · codes removed | 6 | Done |
| Final checksServers leaving · off-cycle | 3 | Sent |
| Rehired to deliveryServers to drivers · records | 3 | Done |
| New drivers onboardedDrivers · self-onboarding | 5 | Ready |
| Reimbursement codes openedDrivers · mi + per-delivery | 8 | Live |
Replaces the conversion run kept on a side spreadsheet, the doubled paycheck, and the final check that waited for the next cycle.
A single WageTime login runs the whole estate while each unit keeps its own EIN, filings, and deposits, and labor reads by unit and by format against the 10.75% draw, this week, not at month-end.
| Unit | Labor % | Filings |
|---|---|---|
| Oakhill #3921 LLCDine-in · ••-•••3921 · 18 paid | 29.0% | Filed, on plan |
| Midtown #4415 LLCDelco · ••-•••4415 · 14 paid | 25.0% | Filed, on plan |
| Lawson #4780 LLCDelco · ••-•••4780 · 12 paid | 24.0% | Filed, on plan |
| Bell Rd #3388 LLCDine-in · ••-•••3388 · 16 paid | 33.0% | Filed · hot |
Replaces a payroll account per unit, a year-end scramble per EIN, and the labor-percentage spreadsheet the bookkeeper rebuilds by hand.
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 demoIn one run, coded by role. Red Roof servers get tip earning codes, a tip pool, and tipped overtime on the full minimum wage; Delco drivers get mileage and per-delivery pay codes with their wage tested against the floor; cooks get straight hourly. When one person works both roles in a week, overtime runs on the weighted-average rate. One payroll calendar, filings automatic, both formats.
Yes, where the law allows it. Under the federal rule, credit-taking pools stay among customarily tipped roles, and managers and supervisors can never keep tips; back-of-house can join only when no tip credit is taken and everyone gets full minimum in cash. WageTime treats your pool as configuration, so bring your split to the demo.
Enough that a floor-wage driver’s pay doesn’t drop below the minimum after their own gas and wear. In 2024 a Pizza Hut franchisee that ran more than 300 restaurants agreed to pay $4.75 million to settle drivers who said a per-delivery rate left them short. WageTime carries the reimbursement as a pay code and tests the wage against the floor; how much to pay is your call with your advisor.
A conversion is a roster change on the same EIN, not a new company. The tip pool closes and tip codes come off, mileage and per-delivery codes come on, roles that end get a clean final check through bulk termination, and the drivers you keep or add come through rehire and self-onboarding with records retained. Audit-ready change logs record the switch.
Each unit keeps its own EIN and files its own federal, state, and local returns, but you run them all from one login and pull results per unit or combined. Adding a unit means adding a company, not a vendor. Labor lands by unit and by format, so a dining room running hot against the 10.75% draw shows up this week, not at month-end.
$50 per month per company plus $10 per month per person paid that month, no long-term contract. The four-unit group in the screens, 60 people paid, comes to $800: $200 in company bases plus $600 in per-person fees. Runs are unlimited, so off-cycle final checks and weekly pay cost nothing extra. Switching is full-service and paid, scoped on the demo.
Last week’s dine-in tips, the mileage you’re paying your drivers, and the unit you’re about to convert. Twenty minutes with a payroll specialist on a live demo group: you’ll watch a tipped server week compute, a driver’s reimbursement tested against the floor, and a unit switch pay models without a doubled check.
Book a 20-minute demo