Federal + 50-state tax engine, ACA + W-2 + 941 + 940 generated, pay-plan changes that actually propagate, training certs tracked, turnover early-warning before the exit interview. The HR stack every dealership pretends to have.
These didn't come from an HRIS demo. They came from the office manager who runs payroll alongside everything else, on a Tuesday, at 9pm. Louie was built to kill each one.
GM approves a new spiff structure. You update the spreadsheet. Three weeks later a salesperson notices the comm calc didn't include it. Now you're cutting a make-good check and explaining to the GM.
California changed its withholding table in January. You're using the 2024 table in your spreadsheet because nobody told you. Now you owe back withholding plus penalty.
It's January 15. You realize three part-time techs crossed the 30-hour threshold for 3+ months last year. ACA reporting now requires 1095-Cs you didn't generate. IRS clock is ticking.
Top tech walks in to give notice. You had no warning. By the time you're reading the exit interview, you've already lost them, their book, and 90 days of recruiting.
Toyota University. Ford STAR. ASE re-certs. Three different portals, no aggregated view. Pay-grade triggers get missed. Recall-readiness audits surface cert gaps.
Employee changes deferral %. Your provider doesn't get the update for a week. Three checks go in at the old %. Now you're making corrections and apologizing.
Everything below is built, in the demo, and runs against your existing employee data the moment you connect. No per-employee fees, no "HR module" upgrade SKU — your rooftop license covers every person on the org chart.
Model every pay plan you have: front-end %, back-end %, unit bonus, mini floor, spiff stacks, manager overrides, hourly + commission hybrids. Versioned by effective date.
Federal withholding (Pub 15-T), FICA, FUTA, SUTA, all 50 state withholding tables, locality taxes, multi-state allocations. Updated monthly.
Accrual rules per role/tenure, approval routing, blackout dates, carry-over rules, mandatory state policies (CA, NY, etc.). Calendar view per employee and per department.
Aggregates certs from Toyota University, Ford STAR, GM Centers of Learning, ASE, OEM portals. Pay-grade triggers flagged. Compliance certs (BSA, OFAC, etc.) tracked separately.
Watches schedule patterns, RO volume changes, training cadence drops, comp trajectory, peer-comp gaps. Flags 60–90-day retention risk before exit notice.
Year-end W-2 mass-generation. Quarterly 941 with auto-fill from payroll data. Annual 940 + state UI reports. ACA 1094-C / 1095-C for ALEs. e-Filed where supported.
Order, track, and adjudicate background + MVR + drug screens. Adverse action notices auto-drafted with statutory waiting period. FCRA-compliant disclosure.
I-9, W-4, state tax forms, direct deposit setup, EEO-1 data, handbook signoff, role-specific compliance acknowledgments. Mobile-friendly, e-signature, completed before day 1.
Same-day sync with your 401k provider on deferral changes, loan repayments, match calculations, Safe Harbor compliance. Mismatches surface before the next payroll closes.
Below is exactly what a bi-weekly payroll Tuesday looks like inside Louie. Same workflow runs every period, every rooftop, every payroll administrator.
Modeled on a 42-employee rooftop with 12 commissioned salespeople, 8 techs, 4 advisors, mix of W-2 and 1099.
Time clock data ingested overnight. Commission calculations already run against funded deals through Monday close. Pre-period report waiting on your screen.
4 items: 1 missed punch, 1 PTO overlap, 1 spiff approval needed, 1 commission dispute. Resolved in 12 minutes total.
Salesperson moved CA→TX mid-period. Engine auto-prorates withholding, switches SUTA jurisdiction, flags W-4 update needed. You confirm the address change.
Part-time tech approaching 30-hr threshold for the 4th consecutive week. Flagged for GM conversation before threshold triggers ACA obligation.
Two employees changed deferral % this period. Provider sync confirmed before payroll closes. New % applies to this check.
Gross-to-net summary on screen. Tax remittance, 401k contributions, direct deposit batch totals all reconciled.
One-click submit to ACH processor. Tax deposits queued to EFTPS + state portals. Direct deposit hits Wednesday morning. Pay stubs in employee portal.
Payroll Tuesday ends before lunch instead of after dinner. Turnover early-warning report queued for your Wednesday review.
Same rooftop. Same employees. Same lenders and same factory portals. The difference is whether the people office runs on spreadsheets or runs on a system.
| Task | Old way (ADP + spreadsheets + factory portals) | Louie way |
|---|---|---|
| Bi-weekly payroll | 6+ hours, late night, spreadsheet calc | ~45 min, exceptions only, submit by 11am |
| Pay-plan changes | Update spreadsheet, hope it propagates | Versioned engine; all open periods recalculate |
| Multi-state tax | Memorized + ADP + occasional surprise | 50-state engine, monthly table sync |
| ACA tracking | Discovered in January | FTE hours watched weekly, flagged in-month |
| Turnover signals | Exit interview | AI flags 60–90 days before notice |
| Factory training certs | Three portals, three logins, manual tracking | Aggregated to single ledger; pay-grade flagged |
| 401k contribution changes | Provider lags a week; mistakes follow | Same-day sync; reconciled before next payroll |
We claim: the simulation engine models payroll runtime compression from ~6 hours to ~45 minutes, ACA tracking accuracy at 100% (when underlying time clock data is clean), and turnover early-warning at 60–90 days of lead time in modeled scenarios. Derived from 3.7M+ AI deal simulations + payroll workflow modeling. Full methodology at /money.
We don't claim: every rooftop will see identical numbers. Time clock data hygiene, pay-plan complexity, state mix, factory mix, and prior HR process discipline vary. The mechanism is mechanical: rule engines beat spreadsheets, monthly tax-table sync beats memory, and behavioral signal monitoring beats waiting for exit interviews. The size of the lift depends on your starting baseline.
$9,995 one-time license per rooftop. Every employee, every payroll, every state included. No per-employee fees. No "HR module" upgrade SKU. You own the platform.