A Take 5 crew is paid three ways: an hourly base, a bi-weekly performance bonus, and commission on the premium services sold at the window, all owed a place in the overtime rate. WageTime is payroll built to run all three as one.
For independently owned and operated Take 5 Oil Change® franchise businesses. WageTime is not affiliated with, endorsed by, or sponsored by Take 5 Oil Change or Driven Brands; those marks belong to their owners and are used here only to describe the businesses this page serves.
Take 5 pay is a base rate plus a bi-weekly bonus plus upsell commission, the network is one of the fastest-growing in the category, and one owner usually runs several stores under the Driven Brands system. That makes a single check a three-part overtime problem, a constant hiring problem, and a per-store labor problem all at once. Most of it still runs on spreadsheets and side notes.
A Take 5 tech earns an hourly base, a bi-weekly performance bonus, and commission on the air filters, wipers, and coolant they sell at the window. All three are nondiscretionary, so all three raise the overtime rate on a week past forty hours. Pay the over-forty hours on the base rate alone and you have the exact regular-rate shortfall the Labor Department keeps writing up in the automotive trade.
The performance bonus lands on a two-week cycle. Overtime is a one-week test. Reconciling a bonus that spans two workweeks back into each week's regular rate is where a hand-built spreadsheet quietly gets it wrong, and the tech who worked the busy week is the one shorted.
A fast-growing store hires with a signing bonus to fill the bay. Cut it as a cash handshake or a gift card and you have an untaxed wage sitting outside payroll. It belongs on a check, with withholding applied, on the same run as everyone else.
Take 5 grows on multi-unit operators, so one owner runs three, six, or a dozen drive-throughs. Labor cost per store is the number that runs each one, and a store manager should approve their store and no one else's. Generic payroll hands you one pile of hours and a login everybody shares.
Whatever runs your drive-through already logs every clocked hour and every service sold, one store at a time. Payroll sees none of it until someone exports each store and re-types the week. The store where a digit transposes is the one whose new hire's first check comes up short.
WageTime posts the hourly base, the bi-weekly performance bonus, and the premium-service upsell commission as separate pay lines in one run, and overtime computes on the weighted-average of all three automatically.
Replaces the base-rate-only overtime that shorts a busy week, and the bi-weekly bonus nobody split back into the right workweek.
The signing bonus runs through WageTime as what it is, a taxable wage on a real check with withholding applied, and the crew comes on in waves: paperwork from a phone, e-signed offers, I-9 and E-Verify cleared before the first shift.
| New hire | Signing bonus | Status |
|---|---|---|
| Jamal R.Phone paperwork · I-9 started | $300 first check | In E-Verify |
| Trina B.Rehire, record restored | Not eligible | Ready to pay |
| Cody M.e-signed · I-9 complete | $300 first check | Ready |
| Elena V.Offer e-signed | $300 pending | Docs 2 of 3 |
Replaces the signing bonus cut as a cash handshake, and the onboarding stack the manager did by hand, one hire at a time.
Yes: WageTime runs each store as a department under one EIN, or each entity under its own, with one login across the group, labor reported per store or combined, and every entity's taxes filed separately.
| Store | People paid | Labor MTD |
|---|---|---|
| Store 112Katy TX · EIN **-5290 | 8 | $19,240.00 |
| Store 118Sugar Land TX · EIN **-5290 | 10 | $24,660.00 |
| Store 126Pearland TX · EIN **-3374 | 9 | $21,880.00 |
| Combined view2 EINs | 27 | $65,780.00 |
Replaces the pooled labor figure that hid the losing store, and the single login every manager shared.
The clock hours your store system logs import straight in, store by store, then roll into one WageTime run, and the wage floor rides underneath: an hourly crew paid in ten-minute waves has to average minimum wage across all hours actually worked.
Replaces the export-reformat-retype ritual between the store system and the check, and the wage-floor check that lived in the owner's head.
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 demoWageTime runs the hourly base, the bi-weekly performance bonus, and the premium-service upsell commission as separate pay lines in one run. Because the bonus and the commission are nondiscretionary, both raise the regular rate, so overtime past forty hours computes on the weighted-average of all three automatically instead of the base rate alone.
Yes. A nondiscretionary bonus that covers more than one workweek has to be allocated back into the weeks it was earned, and each week's overtime recomputed on the higher regular rate. WageTime folds the bonus into the weighted-average overtime rate for the affected weeks automatically. How the rules apply to your plan is a question for you and your counsel.
Yes. WageTime runs the signing bonus as a taxable wage on a real check, with withholding applied and every federal, state, and local tax filed automatically, on the same run as everyone else. Off-cycle and midweek runs cost nothing extra, so a new hire's bonus does not have to wait for the next cycle.
Yes. Run each store as a department under one EIN or each entity under its own EIN, with one login across the group and labor reported per store or combined. Role-based access lets a store manager approve their store, a district manager see their region, and the owner see everything, while WageTime files each entity's taxes separately.
We import clock hours so there is no double entry. Tell us your store system on the demo and we will confirm the exact flow for your setup. WageTime does not claim a direct integration with any point-of-sale system; inside WageTime, hours code to the store and the job, and time tracking flows straight into the run.
$50 a month for the company plus $10 per person actually paid that month, with unlimited runs, so a weekly cadence and a midweek signing-bonus run cost nothing extra. Filings, W-2s, and 1099s are included. Run three stores as separate LLCs? Each keeps its own EIN, with one login and combined reporting.
Last week's clock hours by tech, the upsell commission beside them, and where the bi-weekly bonus lands. Twenty minutes with a payroll specialist on a live demo store: you'll watch a base rate, a bonus, and an upsell commission compute one weighted-average overtime, see the minimum-wage floor run on real hours, and get a straight answer on running your stores from one login.
Book a 20-minute demo