A Hyundai service lane lives under ten-year powertrain and high-voltage-battery coverage, so in-warranty repairs keep coming for a decade — and warranty time flags tighter than customer-pay. That pulls flat-rate techs toward the minimum-wage floor most periods, not once a year. WageTime runs the true-up as a standing line item, binds rates to the Bronze-to-Platinum ladder and the annually-renewed Ioniq EV cert, imports the DMS flag hours that actually pay the tech, and closes the volume Hyundai and standalone Genesis pay plans under separate EINs on one Friday.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Hyundai Motor America, Hyundai, or Genesis. All trademarks belong to their respective owners.
At a Hyundai store the hard money hides in fixed ops — a decade of in-warranty work, an EV cert that expires yearly, and two different numbers for every warranty job. Each item below is a normal period and a liability that accrues whether or not anyone is watching.
Hyundai’s powertrain and high-voltage-battery coverage runs a full decade — materially longer than the 5-year/60,000-mile powertrain most volume brands carry. In-warranty repairs keep filling the lane, warranty time flags tighter than customer-pay, and the minimum-wage true-up becomes a standing event instead of an occasional cleanup someone remembers to run.
Techs report warranty jobs that would bill many customer-pay hours paying far fewer warranty hours. That gap is exactly what drags a flat-rate check toward the floor over a warranty-heavy stretch — and the top-up is owed whether or not anyone did the math before the check went out.
High-voltage and Ioniq repairs can only be flagged by HV-certified techs, and that certification renews every 12 months — not on ASE’s five-year cycle. When it lapses, EV-work eligibility and the rate tied to it should move on the exact date, not three paychecks later.
Hyundai’s Warranty Labor Tracking System holds the OEM-allowed labor time; the flag hours that actually pay a flat-rate tech come off closed ROs in CDK, Reynolds, Dealertrack, or Tekion. Two systems, two numbers, reconciled by hand every period — and every re-keyed hour is a chance to short a check.
A tech clears the Platinum Skill Challenge, or an ASE cert under a Gold tier lapses. The flat-rate figure should change on the effective date. Instead it lands three paychecks later as a retro adjustment and an argument at the parts counter.
A standalone Genesis store runs a luxury comp plan — higher gross-per-unit, its own spiffs and CSI structure — under its own EIN, right beside the volume Hyundai store. The group still closes both pay plans on the same day, and generic payroll answers with two logins.
Each item below gets a real product screen, shown with sample store data. Pricing and the two-comp-mix close get straight answers in the FAQ.
WageTime tests the wage floor every period, so the true-up is automatic rather than remembered. Each flat-rate tech’s earnings divide by actual clock hours and test against the minimum-wage floor; a shortfall posts as a documented true-up earning on the same run. A Hyundai lane needs the test more than most: a decade of coverage keeps warranty work flowing, warranty time flags tighter than customer-pay, and a warranty-heavy fortnight thins flag totals while the clock keeps running.
| Tech | Warranty share | Flat earnings | Clock hrs | Effective | True-up |
|---|---|---|---|---|---|
| D. Hwang #06 | 33% | $3,168.00 | 72.0 | $44.00 | — |
| V. Castro #11 | 47% | $2,600.00 | 65.0 | $40.00 | — |
| N. Abara #15 | 59% | $1,584.00 | 66.0 | $24.00 | — |
| T. Molina #20 | 67% | $970.20 | 63.0 | $15.40 | $69.30 |
| J. Reyes #24 | 63% | $588.00 | 60.0 | $9.80 | $402.00 |
Replaces the spot check the controller runs when there’s time — but a warranty-heavy lane rarely leaves time.
WageTime binds EV-work eligibility and its rate to the high-voltage certification’s effective and expiry dates, and flags a renewal before it lapses. Hyundai concentrates Ioniq and high-voltage work on HV-certified techs, and the 10-year/100,000-mile high-voltage-battery warranty means that EV warranty load pools on those same few people. Because the credential renews annually — not on ASE’s five-year cycle — the lapse flag fires yearly per EV tech, and the rate tied to it moves on the exact date rather than after a claim.
| Tech | Ioniq HV cert | Renews / expires | EV-work rate | Status |
|---|---|---|---|---|
| D. Hwang #06 | Ioniq HV certified | renewed Feb 3 · expires Feb 3, 2027 | +$4.00/flag hr | Current |
| V. Castro #11 | Ioniq HV certified | renewed Aug 20 · expires Aug 20, 2026 | +$4.00/flag hr | Renews in 41 days |
| N. Abara #15 | Ioniq HV certified | expires Sep 30 · 2 modules outstanding | +$4.00/flag hr | At risk |
| P. Weller #19 | HV training in progress | — | not yet EV-eligible | In progress |
Replaces the sticky note on the shop wall tracking who can still flag high-voltage work — and the retro cleanup after a quiet annual lapse.
WageTime imports the closed-RO flag hours that actually pay the tech, so nobody re-keys them. Hyundai’s Warranty Labor Tracking System — reached through WebDCS on HyundaiDealer.com — holds the OEM-allowed warranty labor time; the payable flag hours come off closed ROs in your DMS. Those two numbers rarely match, and the one that pays a flat-rate tech is the DMS figure. That figure lands in one review screen, split warranty vs. customer-pay and tied to its ROs, and finished payroll posts to QuickBooks mapped by department.
| Tech | Warranty flag | Customer-pay flag | Clock hrs | Payable flag | Status |
|---|---|---|---|---|---|
| D. Hwang #06 | 24.5 | 49.5 | 72.0 | 74.0 | Ready |
| V. Castro #11 | 30.0 | 34.0 | 65.0 | 64.0 | Ready |
| N. Abara #15 | 34.0 | 24.0 | 66.0 | 58.0 | Ready |
| T. Molina #20 | 28.0 | 13.5 | 63.0 | 41.5 | 1 RO open |
| J. Reyes #24 | 20.5 | 12.0 | 60.0 | 32.5 | Ready |
Replaces the export-reformat-retype ritual — and the two-week pay dispute that starts with one transposed digit.
WageTime binds each flat-rate figure to the Hyundai tier a tech has cleared, with an effective date, and carries the ASE certs underneath it. Techs climb Bronze, Silver, Gold, then reach the top through the Platinum Skill Challenge, trained through Hyundai Resource Central. Clear the challenge and the new rate starts on the right day; let an ASE cert under a tier drift toward lapse, and it’s flagged before it lands — with the per-flag-hour cost of the drop shown in plain numbers, not discovered three paychecks later.
| Tech | Hyundai tier | Flat-rate rule | Effective-date watch | Status |
|---|---|---|---|---|
| D. Hwang #06 | Platinum · Skill Challenge cleared | $46.00/flag hr | ASE L1 expires Oct 4 → drops to $39.00 on Nov 1 if lapsed | At risk |
| V. Castro #11 | Gold | $37.00/flag hr | Recert due Mar 2028 | Current |
| N. Abara #15 | Silver | $28.00 → $34.00/flag hr | Platinum Skill Challenge passed Jul 9 → $34.00 effective Aug 1 | Rate change queued |
| J. Reyes #24 | Bronze | $23.00/flag hr | Silver modules scheduled | Current |
Replaces the whiteboard of who’s Platinum and who’s due — and the retro-pay cleanup after a quiet lapse.
WageTime closes a luxury Genesis pay plan and a volume Hyundai pay plan in one approval, each under its own EIN. Genesis is building a dedicated standalone network — 35 standalone U.S. showrooms as of Q1 2024 — so a group typically runs the Genesis store as its own company with a different comp mix: higher gross-per-unit, its own spiffs and CSI, service-valet work. Each store’s minis, tiers, F&I, and chargeback netting close on its own comp plan; every federal, state, and local tax files per EIN with deposits included, and reporting comes per store or combined.
| Company | EIN | Comp mix | People paid | Net pay | Status |
|---|---|---|---|---|---|
| Northgate Hyundai LLC | ••-•••4190 | Volume | 66 | $228,900 | Ready |
| Genesis of Northgate LLC | ••-•••7205 | Luxury standalone | 24 | $132,400 | Ready |
| Northgate Pre-Owned LLC | ••-•••3618 | Used-car | 17 | $54,300 | Ready |
Replaces a payroll login per store — and the workbook that reconciles a luxury and a volume comp plan by hand every Friday.
Techs report gaps that size, and the wide gap is exactly what drags a flat-rate check toward the floor over a warranty-heavy stretch. Each period, flat-rate earnings divide by actual clock hours and test against the minimum-wage floor; any shortfall posts as a documented true-up earning on the run, before the check goes out.
Yes. Rates and eligibility bind to a certification with effective and expiry dates, so an EV-work rate starts the day the cert takes effect and the lapse flag fires before the annual renewal date. Because the credential renews every 12 months, that flag runs yearly per EV tech instead of once every five years.
We import the closed-RO flag hours from your DMS — the number that actually pays a flat-rate tech — split warranty vs. customer-pay, so there’s no double entry. WebLTS and WebDCS stay your warranty-labor systems; we don’t claim an integration with them. Tell us your DMS on the demo and we’ll confirm the exact flow.
The rate binds to the tier a tech has cleared, with an effective date, and the ASE certs underneath ride with their own dates. Clear the Platinum Skill Challenge and the new figure starts on the right day; let an ASE cert drift toward lapse and it’s flagged with the per-flag-hour cost shown, not a retro three paychecks later.
Yes. One login covers the group while each store keeps its own EIN, its own automatic federal, state, and local filings, and its own comp plan — luxury and volume close side by side in a single approval, with reporting per store or combined, instead of two logins and a reconciliation workbook.
$50 per month per company plus $10 per month per person paid that month — no long-term contracts, cancel anytime. The three-EIN group in the screens above, 107 people paid, comes to $1,220 for the month: $150 in company bases plus $1,070 in per-person fees. Payroll runs are unlimited, so off-cycle spiff and final-check runs cost nothing extra, and year-end W-2s and 1099s are included.
A stretch of tight warranty flag hours, the EV-cert renewal list, the tier whiteboard, and last month’s Genesis and Hyundai comp sheets. Twenty minutes with a payroll specialist on a live demo store — if WageTime can’t carry your service lane and both comp mixes, you’ll know before the meeting ends.
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