Toyota stores out-retail every other franchise in America, about 1,607 new vehicles per store against a 511-unit industry average per the 2025 Automotive News Dealer Census, and every one of those deals lands in payroll. WageTime is payroll built for exactly that volume.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Toyota Motor Corporation or Toyota Motor North America, Inc. All trademarks belong to their respective owners.
None of these are edge cases at a Toyota store. Each one is a normal pay period, and a liability meter that runs whether or not anyone is watching it.
A volume pay plan turns 100+ deliveries a month into hundreds of line items: unit minis on thin deals, tier escalators that reprice the whole month at unit 16, F&I chargebacks netting against draws. The office rebuilds it in Excel, one salesperson at a time.
The express crew clocks hours. The main shop flags on warranty and customer-pay time. Service advisors sit under the federal overtime exemption for dealership roles, with states like California playing by different rules. One store, three treatments, and generic payroll flattens them into one.
Toyota tiers ride on ASE tests that expire every five years, and ASE says results can take up to four weeks to reach Toyota. So a tech levels up in June, the paperwork lands in July, and the rate is wrong on every flagged hour in between, or a lapsed A4 quietly un-earns a Master premium nobody stopped paying.
Warranty labor pays on Toyota’s own time allowances, and ToyotaCare keeps the express lane busy with factory-paid maintenance. A warranty-heavy fortnight can pull a flat-rate tech’s effective hourly under the legal floor while the shop looks slammed, and the top-up is owed either way.
Flag hours leave the DMS as a file export someone reformats and re-keys every period. And when dealer systems went down for roughly two weeks in the June 2024 CDK outage, stores learned exactly which parts of their payroll lived inside the DMS.
Around a quarter of U.S. Toyota dealers buy through Southeast Toyota or Gulf States Toyota, each with its own regional incentive programs. That money clears mid-cycle, carries tax obligations, and deserves a check this week, not a line on the next scheduled run.
WageTime closes the commission month inside the system: gross commissions, unit minis, and volume tiers calculate from the deal list, F&I nets against chargebacks, and draws offset automatically. A store retailing triple the industry average is exactly the volume it’s built for.
Replaces one tab per salesperson, one dispute per tab, and the last week of every month.
Certification-tied rates in WageTime carry effective dates, so the rate follows the tier even when the paperwork doesn’t: date the new tier from the pass, and the gap pays out as a documented retro line.
| Tech | ASE status | Rate rule |
|---|---|---|
| Aiko T. #04Master Diag · L1 Oct 12 | A1-A8 + L1 current | $45.50/flag hr |
| Denver R. #09Master → Expert, −$6.00/hr | A4 expires Sep 30 | $38.50/flag hr |
| Malik J. #12Expert · Jun 11, Jun 11, Jul 8 | Retro $312.80 | $31.00/flag hr |
| Sofia C. #17Certified · Expert review Nov | 2 ASEs current | $24.50/flag hr |
Replaces the whiteboard cert list, the lapsed premium nobody caught, and the retro argument.
WageTime runs the floor check 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 that runs when someone remembers. The floor doesn’t wait for that.
WageTime imports clock and flag hours so there’s no double entry, and because it lives outside the DMS, payroll keeps running when the DMS can’t. Tell us your DMS on the demo and we’ll confirm the exact flow for your setup.
| Tech | Clock hrs | Status |
|---|---|---|
| Aiko T. #0417.2 wty + 61.3 CP flag hrs | 78.0 | Ready |
| Denver R. #0924.8 wty + 46.7 CP flag hrs | 71.5 | Ready |
| Malik J. #1221.9 wty · 12.7 CP · 31.0 exp | 69.6 | Ready |
| Sofia C. #1715.5 wty · 33.5 CP · 21.0 exp | 70.0 | Ready |
Replaces the export-reformat-retype ritual, and a pay cycle held hostage by somebody else’s outage.
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 demoExpress techs run as hourly crew while the main shop runs flat-rate, in the same pay run. Clock hours and flag hours import together per tech, so a blended role that works the express lane in the morning and the line after lunch pays correctly without a side spreadsheet.
The system does. Rates bind to certification tiers with effective dates: set the tier effective on the pass date and the difference pays out as a documented retro adjustment. With ASE results taking up to four weeks to reach Toyota, late paperwork is the normal case, and it shouldn’t cost the tech money.
Yes. WageTime is independent of the DMS, so imported hours and pay data stay available and the scheduled run still goes out. The June 2024 CDK outage kept dealer systems dark for about two weeks. Payroll that lives inside the DMS stops when it stops.
Distributor-region money behaves like any other off-cycle earning: payroll runs are unlimited, so a mid-cycle regional payout gets its own run at no extra cost, with every federal, state, and local tax filed automatically. Roughly a quarter of U.S. Toyota dealers buy through SET or Gulf States: regional money is normal, and payroll should treat it that way.
No. One login covers the group while each store keeps its own EIN, its own automatic filings, and its own books, with reporting per company or combined. A three-rooftop group is three companies under one approval, not three closes stitched together in a consolidation workbook.
$50 per month per company plus $10 per person paid that month, no long-term contracts. Payroll runs are unlimited (off-cycle spiff runs and bonuses cost nothing extra) and year-end W-2s and 1099s are included. A dealer group pays the base per EIN: a two-rooftop group is $100 a month plus $10 per person paid.
Twenty minutes with a payroll specialist on a live demo store. Bring the month-end workbook, the cert whiteboard, and the tech whose ASE result posted late, and watch each one land in the system. If WageTime can’t carry your pay plans, you’ll know before the meeting ends.
Book a 20-minute demo