Payroll, Fast
Logistics companies live by two rules: move things fast, and keep margins thin. Payroll sits squarely between those two rules — a place where speed, accuracy, and compliance collide. Get payroll wrong and deliveries still arrive, but employee trust, cash flow, and your reputation don’t. Get it right and you’ll save time, reduce disputes, and keep drivers and warehouse staff focused on the next run. Here’s a practical playbook of payroll tips tailored to logistics — straightforward, on-the-ground, and written for people who prefer action to theory.
Innovative Solutions for Your Business
Payroll must be integrated with operations data. When route changes, job durations, fuel stops and exceptions are recorded in route-planning tools or telematics, feed those records into payroll. The fewer manual entries, the fewer disputes. Aim for one source of truth: GPS/ELD timestamps + validated timesheets.
Misclassifying drivers or couriers is expensive. Have clear contracts, consistent scheduling practices, and documented control over routes and equipment. If you supervise, assign shifts, or control routes, that person is probably an employee. If they set their hours and provide their own vehicle, they may be an independent contractor — but documentation and consistency matter more than labels.
Innovative Solutions for Your Business
Misclassifying drivers or couriers is expensive. Have clear contracts, consistent scheduling practices, and documented control over routes and equipment. If you supervise, assign shifts, or control routes, that person is probably an employee. If they set their hours and provide their own vehicle, they may be an independent contractor — but documentation and consistency matter more than labels. Automating pay calculations, meal and break deductions, split-shift premiums, and per-mile or stop-based pay reduces errors. But automation can magnify a bad rule. Run weekly exception reports (unusually high miles, negative hours, pay spikes) and sample audits.
Innovative Solutions for Your Business
Logistics often involves irregular hours. Publish overtime rules, display examples, and automate calculations. For drivers subject to hours-of-service rules, tie overtime triggers to actual paid hours rather than clock punches alone.
Innovative Solutions for Your Business
Payroll must be integrated with operations data. When route changes, job durations, fuel stops and exceptions are recorded in route-planning tools or telematics, feed those records into payroll. The fewer manual entries, the fewer disputes. Aim for one source of truth: GPS/ELD timestamps + validated timesheets. Misclassifying drivers or couriers is expensive. Have clear contracts, consistent scheduling practices, and documented control over routes and equipment. If you supervise, assign shifts, or control routes, that person is probably an employee. If they set their hours and provide their own vehicle, they may be an independent contractor — but documentation and consistency matter more than labels.
Payroll must be integrated with operations data. When route changes, job durations, fuel stops and exceptions are recorded in route-planning tools or telematics, feed those records into payroll. The fewer manual entries, the fewer disputes. Aim for one source of truth: GPS/ELD timestamps + validated timesheets. Misclassifying drivers or couriers is expensive. Have clear contracts, consistent scheduling practices, and documented control over routes and equipment. If you supervise, assign shifts, or control routes, that person is probably an employee. If they set their hours and provide their own vehicle, they may be an independent contractor — but documentation and consistency matter more than labels.
“WorkforceOne is easy to use, and customer service is quick to help. We can’t imagine our process without it. Payroll has become 50% faster than it ever has been.”
Jess, WorkforceOne user
Misclassifying drivers or couriers is expensive. Have clear contracts, consistent scheduling practices, and documented control over routes and equipment. If you supervise, assign shifts, or control routes, that person is probably an employee. If they set their hours and provide their own vehicle, they may be an independent contractor — but documentation and consistency matter more than labels.
Automating pay calculations, meal and break deductions, split-shift premiums, and per-mile or stop-based pay reduces errors. But automation can magnify a bad rule. Run weekly exception reports (unusually high miles, negative hours, pay spikes) and sample audits.
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