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.
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. Real plan source, not a spreadsheet — the same engine that calculates every commissioned rep's check.
Federal withholding, FICA, FUTA, SUTA, state withholding tables, CA SDI/PFL. Computed per pay period from the same tables that generate the paycheck.
Time-off requests logged and retrievable per employee, tied to the same HR/payroll record everything else in this section reads from.
Watches hours worked (50+/week) crossed with a recent call-out and pushes a real-time alert through the app's notification system — an early real-world signal, not a predictive AI model.
Year-end W-2 generation. Quarterly 941 auto-filled from payroll data. Annual 940. ACA full-time (FTE) determination and 1095-C generation from the same pay-detail hours that drive wages.
I-9, W-4, direct deposit, background check, MVR pull, and drug-test status tracked as a real per-hire task checklist with due dates and assigned owners — not e-signature software, a status board every manager can see.
Contribution rate and type stored per employee and applied automatically as a pretax deduction on the next payroll run the moment it changes — no manual re-entry, no stale rate.
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. New rate is already applied to this check's pretax deduction — no manual re-entry needed.
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.
Same rooftop. Same employees. Same payroll every two weeks. 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 | Real-time alert on hours + call-out pattern |
| 401k contribution changes | Provider lags a week; mistakes follow | Rate change applied automatically to next payroll |
We claim: payroll runtime compression from ~6 hours to ~45 minutes is modeled against a spreadsheet-driven baseline, and ACA tracking accuracy is 100% when the underlying time clock data is clean. The Burnout Alert is a real, live signal (hours worked crossed with a recent call-out) — it is a real-time trigger, not a predictive model with a measured lead time. Full methodology at /money.
We don't claim: every rooftop will see identical numbers. Time clock data hygiene, pay-plan complexity, state mix, and prior HR process discipline vary. The mechanism is mechanical: rule engines beat spreadsheets, monthly tax-table sync beats memory, and a real-time hours/call-out signal beats waiting for an exit interview. The size of the lift depends on your starting baseline.
$24,995 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.