A Subaru store pays flat-rate techs off the Specialist to Senior Master ladder, and up the Northeast it reconciles incentive money from a distributor on its own calendar. WageTime carries the ladder and the distributor money in one pay run.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Subaru of America, Subaru Corporation, Subaru of New England, Subaru Distributors Corp, or any manufacturer or distributor. All trademarks belong to their respective owners.
A Subaru rooftop pays nothing like a generic store. Every item below is either hours of unpaid office work at close or a liability compounding quietly while nobody has time to check.
Subaru’s ladder runs Specialist → Master → Senior Master, and the top rung takes ASE certification in all eight areas plus years of Subaru experience. Each rung is its own flat-rate figure. When a tech levels up, the rate should move on the award date, not three paychecks later as a retro fight at the counter.
A store in New England or metro New York is supplied by an independent distributor (Subaru of New England or Subaru Distributors Corp) with its own training and its own “Specials” incentives. That money runs on the distributor’s calendar and books to a different source than Subaru of America’s national programs. Generic payroll sees one blur.
EyeSight’s stereo cameras have to be recalibrated after a windshield, after suspension work, and after any wheel alignment. Even a minor bump can knock the axis out. It’s a premium, trained-tech-only operation, and if the hours land on the wrong tech or get missed, that’s either a shorted check or an untrained calibration.
Bonuses gated on the Stellar Care Award and CSI don’t clear on your pay calendar: they unlock the day the Sales and Service scores post, which is rarely a Friday. The store still owes the money, with correct tax treatment, on an off-cycle check nobody scheduled.
Warranty time books tighter than customer-pay, and Subaru’s work concentrates on boxer engines, Lineartronic CVTs, and AWD driveline jobs. A warranty-heavy fortnight lands on a handful of techs and drags their effective rate toward the minimum-wage floor, and the true-up is owed whether or not anyone did the math.
Each rooftop and the used-car company is its own EIN with its own filings, and the group still closes payroll once. Generic providers answer with a login per entity and a consolidation workbook the bookkeeper keeps by hand.
WageTime binds a Subaru tech’s flat rate to the level itself, Specialist, then Master, then Senior Master, each with an effective date, so the door rate moves the day the level is awarded, not the next quarter.
| Other techs | Level | Flag-hr rate |
|---|---|---|
| A. Reyes #04Recert due 2028 · Current | Senior Master | $46.00 |
| J. Whitfield #09A6, A8 for Sr Master · Current | Master | $38.00 |
| D. Park #17Subaru-U, 3 ASE left · Current | Specialist | $27.00 |
Replaces the whiteboard of who’s Specialist and who’s Senior Master, and the retro-pay cleanup after a promotion payroll heard about late.
Yes: WageTime tags every spiff, sales incentive, and Subaru University completion bonus to its paying source, so distributor money and Subaru of America money reconcile cleanly instead of blurring into one line.
| Program | Amount | Pay run |
|---|---|---|
| Summer sales spiffSubaru New England · 6 people | $4,200.00 | Off-cycle Jun 20 |
| Subaru-U completionSubaru New England · 2 people | $1,000.00 | Off-cycle Jun 20 |
| National retail bonusSubaru of America · 9 people | $6,750.00 | Jul 3 run |
| Loyalty retention spiffSubaru of America · 4 people | $1,600.00 | Jul 3 run |
Replaces the highlighter pass over the distributor’s statement, and the “which program paid this, and when?” argument at close.
Only a trained tech, and WageTime enforces it: each EyeSight recalibration imports as its own flag operation, split warranty or customer-pay, with the hours routed by the tech’s Subaru training record.
| Tech · RO | Flag hrs | Status |
|---|---|---|
| A. Reyes #04RO 51188 glass R&I · static CP | 1.6 | Ready |
| A. Reyes #04RO 51204 align · dynamic CP | 0.8 | Ready |
| J. Whitfield #09RO 51160 susp R&I · static wty | 1.6 | Ready |
| D. Park #17RO 51231 collision · static CP | 1.6 | Held |
Replaces the sticky note on the alignment rack listing who’s cleared for the camera bay, and the recalibration that quietly never got flagged.
A Stellar Care or CSI bonus can pay the day the score posts: WageTime holds each one pending until the number clears, then releases it on its own run, so nothing pays early on a guess or slips through as an untracked adjustment.
| Group | Payout | Score |
|---|---|---|
| Service dept pool8 at $200 on CSI · off-cycle | $1,600.00 | Cleared Jul 8 |
| Sales team pool6 at $150 on CSI · off-cycle | $900.00 | Cleared Jul 8 |
| Store manager1 person · Stellar Care | Held | Under review |
Replaces the calendar reminder to “pay the CSI money once the scores are in”, and the untracked adjustment when it slips.
The whole group’s commission month closes in one approval: WageTime runs it as a single payroll pass, settling front-end packs, unit minis, volume tiers, and F&I with chargeback netting per person, with every rooftop EIN and the used-car company closing together.
Replaces the commission workbook, the by-hand true-up, and the consolidation sheet that ties the rooftops 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 demoEach level is its own flat-rate door rate. WageTime binds the rate to the tech’s Subaru level (Specialist, Master, or Senior Master, the top rung gated on all eight ASE areas) with an effective date, so a promotion moves the rate on the award date, not three paychecks later, and a recert drifting toward lapse is flagged before it costs a retro adjustment.
Yes. Spiff, sales-incentive, and Subaru-U completion money from Subaru of New England or Subaru Distributors Corp runs on the distributor’s own calendar; national money runs on Subaru of America’s. WageTime books each earning to the right person, period, and paying source, and off-cycle runs for distributor money cost nothing extra.
EyeSight recalibration (owed after glass, suspension work, and any wheel alignment, even a minor collision) imports as its own flag operation, split warranty or customer-pay. Hours route by the tech’s Subaru training record, so an untrained tech’s calibration RO is flagged for reassignment before it pays a premium operation to the wrong person.
Yes. Recognition bonuses that unlock only when Sales and Service CSI scores post can be released on an off-cycle run the day the score clears, with correct supplemental-wage tax treatment, instead of being held to the next scheduled Friday or pushed through as an untracked adjustment. Unlimited runs mean the extra check costs nothing.
Only a tech who completed Subaru’s hybrid and high-voltage training. Subaru publishes no tiered high-voltage levels (it’s trained or not), so there’s no intermediate HV pay step to map. WageTime gates those flag hours to the trained tech’s record, the same way it gates EyeSight calibration and cert-tied flat rates.
$50 per month per company plus $10 per person paid that month: no long-term contracts, cancel anytime, with unlimited payroll runs so off-cycle spiff and final-check runs cost nothing extra. Onboarding and migration are full-service and paid: a specialist configures your entities, pay plans, and people with you. Support after go-live is real humans, around the clock.
Last month’s commission sheets, a warranty-heavy fortnight of boxer and CVT flag hours, the cert list with who’s Specialist and who’s Senior Master, and the distributor’s spiff statement. 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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