Your work. Your records.
Parts Salesperson Workplace Records
Parts sales can combine locating an item, checking availability and responding when an order is delayed or unsuitable. A workplace dispute may involve several handoffs before a sale or return is complete. Describe the part category and your assigned step, then connect the sequence to your own pay, schedule and supervisor instructions.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Order stages
List selection, availability checks, supplier request and fulfillment dates, including who approved a substitution or return.
Pay explanation
Pair your own incentive terms and pay entry with the adjustment reason provided, without including customer account or payment records.
Assignment timeline
Record stocking, counter service and follow-up tasks around the event, with any supervisor reassignment and your response.
Start with the work you actually do
Sell spare and replacement parts and equipment in repair shop or parts store.
O*NET classifies this occupation as Parts Salespersons (41-2022.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Receive payment or obtain credit authorization.Source task 2430 · updated 08/2023
- Assist customers, such as responding to customer complaints and updating them about back-ordered parts.Source task 20776 · updated 08/2023
- Fill customer orders from stock, and place orders when requested items are out of stock.Source task 20775 · updated 08/2023
- Receive and fill telephone orders for parts.Source task 2427 · updated 08/2023
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Parts Salespersons (SOC 41-2022). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $13.92 | $16.26 | $21.33 | $33,820 |
| Alaska | $18.21 | $22.18 | $28.35 | $46,130 |
| Arizona | $17.87 | $22.13 | $27.99 | $46,020 |
| Arkansas | $13.66 | $16.98 | $21.47 | $35,320 |
| Connecticut | $17.62 | $21.34 | $25.00 | $44,400 |
| Delaware | $17.31 | $18.29 | $23.02 | $38,050 |
| Florida | $14.29 | $17.88 | $23.28 | $37,190 |
| Georgia | $14.15 | $17.78 | $23.59 | $36,970 |
| Hawaii | $18.03 | $21.69 | $25.40 | $45,120 |
| Idaho | $17.38 | $21.43 | $28.01 | $44,580 |
| Indiana | $14.36 | $18.03 | $23.34 | $37,500 |
| Iowa | $17.30 | $22.44 | $27.67 | $46,670 |
| Kansas | $13.75 | $17.76 | $23.30 | $36,940 |
| Kentucky | $13.81 | $17.50 | $23.16 | $36,400 |
| Louisiana | $13.07 | $15.05 | $21.37 | $31,310 |
| Maine | $17.42 | $21.81 | $24.00 | $45,350 |
| Michigan | $17.58 | $21.19 | $27.64 | $44,070 |
| Minnesota | $17.78 | $22.61 | $27.08 | $47,030 |
| Mississippi | $13.73 | $16.83 | $21.67 | $35,000 |
| Missouri | $16.18 | $19.11 | $23.40 | $39,740 |
| Montana | $17.95 | $21.66 | $23.99 | $45,060 |
| Nebraska | $16.63 | $21.68 | $23.93 | $45,100 |
| New Hampshire | $17.76 | $22.30 | $27.21 | $46,370 |
| New Mexico | $14.58 | $17.74 | $22.51 | $36,890 |
| New York | $17.73 | $21.72 | $27.16 | $45,180 |
| North Carolina | $13.39 | $15.61 | $21.00 | $32,480 |
| North Dakota | $20.23 | $23.37 | $28.52 | $48,600 |
| Ohio | $14.00 | $17.69 | $22.53 | $36,790 |
| Oklahoma | $13.45 | $17.50 | $22.51 | $36,390 |
| Pennsylvania | $14.81 | $18.52 | $23.38 | $38,520 |
| Rhode Island | $16.48 | $17.53 | $21.16 | $36,450 |
| South Dakota | $18.15 | $21.81 | $24.41 | $45,370 |
| Tennessee | $14.02 | $17.36 | $22.63 | $36,110 |
| Texas | $13.50 | $17.04 | $22.00 | $35,440 |
| Utah | $16.48 | $18.84 | $24.58 | $39,190 |
| Vermont | $18.49 | $22.24 | $25.90 | $46,260 |
| Virginia | $15.27 | $18.30 | $23.41 | $38,070 |
| West Virginia | $13.71 | $17.69 | $22.03 | $36,800 |
| Wisconsin | $17.30 | $21.82 | $24.38 | $45,380 |
| Wyoming | $14.32 | $18.57 | $23.46 | $38,620 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Separate selection, ordering and fulfillment
Note whether you identified a part, filled an existing order or placed a request with a supplier. Describe the information available to you and any approval or compatibility question you raised. Keep a backorder, substitution and return as separate events. Do not assume the final sales slip explains why an item was selected or which person authorized a change.
Clarify sales credit and additional duties
For a pay question, identify the incentive terms given to you and the specific entry requiring explanation. Record whether a return or account reassignment was cited as the reason for an adjustment. Also describe inventory labeling, stocking or customer follow-up duties relevant to your workday. Use your own authorized time and pay records rather than exporting the store’s entire sales history.
Protect customer and supplier details
Avoid customer account numbers, vehicle identifiers, payment information and confidential supplier terms in a personal employment summary. Identify relevant order or stock records by type and location without copying them. Keep permitted manager messages and your own warning or review together. If a complaint triggered discipline, distinguish your firsthand account from the customer description later relayed by another person.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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