Can BEG handle a seasonal warehouse ramp?

Yes. High-volume onboarding, new hire reporting per jurisdiction, and state-specific final paycheck timing are included, and pricing scales per employee per month rather than at tier boundaries.

Managed Payroll · Transportation and Logistics

A freight brokerage and a trucking company look like the same industry and run almost nothing alike on payroll.

Brokers, 3PLs, warehousing operators, and last-mile networks are mostly office and dock workforces: salaried operations staff, commissioned sales, hourly warehouse crews on shift differentials, and a contractor fleet that never appears on a W-2. That is a different problem from paying company drivers by the mile. BEG manages the whole mix at $25-$45 per employee per month, all-inclusive, with no migration required.

See your exact monthly & annual price - no call required

Managed payroll for transportation and logistics companies

$25-$45Per employee per month, all-inclusive

All 50States registered and filed

3-5 DaysTo live managed payroll

TL;DR

Logistics payroll is hard because one company runs four pay models at once: salaried operations, commissioned freight sales, hourly dock and warehouse labor with differentials and overtime, and a 1099 carrier or courier fleet. Add facilities in several states and the complexity is structural, not seasonal. BEG manages all of it on one system. Running company drivers paid by the mile? The trucking payroll page covers per-mile, per-diem, and owner-operator settlement specifically.

Why Logistics Payroll Is Different

What makes payroll harder at a broker, 3PL, or warehouse operator?

Four workforces on one payroll, spread across facilities in multiple states, with a contractor population that carries real classification exposure.

Commission

Freight sales commission has to be folded into the overtime rate when the earner is nonexempt

Brokerage compensation is commonly a modest base plus margin-based commission, often paid on a lag once a load settles. Where the person is nonexempt, nondiscretionary commission generally has to be included in the regular rate for overtime purposes, which means a commission paid in March can require recalculating overtime for the weeks it was earned. Paying commission as a flat add-on without that recalculation is a common and expensive shortcut.

Shift work

Dock and warehouse crews run differentials, split shifts, and heavy seasonal overtime

Night and weekend differentials also feed the regular rate for overtime. Peak season doubles headcount at some facilities and then releases it, which turns onboarding and termination into a continuous process rather than an occasional one. Final paycheck timing rules differ by state, and a multi-facility operator is subject to all of them at once.

1099 fleet

Carrier and courier classification is among the most contested areas in the industry

Last-mile and courier networks in particular sit under sustained scrutiny, and several states apply tests materially stricter than the federal standard for unemployment and workers compensation purposes. The exposure is retroactive across the whole relationship. See contractor classification for how the tests actually work.

Who We Manage Payroll For

Every pay type inside a logistics operation

Operations staff

Dispatchers, load planners, account managers, and carrier reps on salary, with exempt status tested against actual duties rather than job titles.

Freight sales

Base plus margin commission, paid on settlement lag, with regular-rate recalculation handled where the earner is nonexempt.

Warehouse and dock

Hourly crews with shift differentials, split shifts, and peak-season overtime, across multiple facilities and state rules.

Contractor fleet

Owner-operators, courier partners, and last-mile drivers paid on 1099, with classification reviewed against federal and state tests.

Multi-facility

Withholding allocated by the state each employee actually works in, with registration maintained in all 50 states.

Seasonal ramp

High-volume onboarding and offboarding, new hire reporting per jurisdiction, and state-specific final paycheck timing.

The Math on Waiting

The two costly errors in logistics payroll both compound silently. Commission excluded from the regular rate understates overtime for every nonexempt earner across every week it applied. A contractor fleet that fails a state test creates retroactive exposure across the whole relationship, usually surfaced by an unemployment claim rather than an audit. Neither shows up on a monthly report.

Your Next Transition Window

Before peak season is the sensible window, not during it. Live payroll runs 3-5 business days from signing, and we can manage inside your existing platform so nothing changes for the field.

FAQ

Common questions from transportation and logistics companies

Is this page or the trucking page right for us?

If your payroll is mostly company drivers paid per mile, with per diem and owner-operator settlements, use the trucking payroll page. If it is mostly office, sales, and warehouse staff with a contractor fleet alongside, this page is the closer fit. Asset-based carriers with both often need both, and BEG handles the combination on one system.

How is commission handled for overtime purposes?

For nonexempt employees, nondiscretionary commission generally has to be included in the regular rate used to calculate overtime, which can require recalculating overtime for the period the commission was earned once it is paid. BEG performs that recalculation rather than treating commission as a flat addition.

Can BEG handle facilities in several states?

Yes. BEG maintains registrations across all 50 states and allocates withholding by the state where each employee actually works, with no per-state charge. See multi-state payroll for the mechanics.

Do you handle 1099 carriers and couriers alongside W-2 staff?

Yes, on the same system, which matters more in this industry than most. Running a contractor fleet through accounts payable while employees run through payroll is how classification drift goes unnoticed until a claim is filed.

Can you handle a seasonal ramp?

Yes. High-volume onboarding, new hire reporting in each jurisdiction, and state-specific final paycheck timing on the way back down are all included. Pricing is per employee per month, so cost scales with headcount rather than jumping at a tier boundary.