<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=395330474421690&amp;ev=PageView&amp;noscript=1">
otc-bg

Our best offer of the year is back!

Up to 8 months free on Payroll & All-in-One plan
claim offer

Cutting Payroll Processing Time in Half for a Growing Culver's Franchise Group

After switching from a slow, costly provider, this Culver's franchise group cut payroll processing time in half. Hiring and onboarding also run through Workstream, automatically feeding accurate new-hire data straight into payroll.

"I've done several payroll implementations at various companies with various providers, and it is by far the easiest implementation I've ever been a part of."

Stephanie Wiggins

Director of Human Resources, MPH Dining (Culver's Franchisee)
The problem

Slow, Costly Payroll Was Holding the Team Back

About Culver's

Culver's is a Wisconsin-based fast-casual restaurant chain founded in 1984 by Craig and Lea Culver, along with Craig's parents George and Ruth Culver, in Sauk City, Wisconsin. Known for its ButterBurgers and fresh frozen custard, Culver's has grown to more than 1,000 locations across the United States, the majority operated by independent franchisees.

Industry: QSR

Stephanie Wiggins, Director of Human Resources, leads payroll and HR for MPH Dining, a growing Culver's franchise group operating across Arkansas, Kansas, and Missouri. The group currently operates 16 restaurants plus a support center, has three more stores opening soon, and is planning roughly nine additional locations in the next year to year and a half. Stephanie's team also handles hiring and onboarding for all of its restaurants, which feeds directly into how payroll gets set up and run.

Payroll was Stephanie's biggest pain point. Her team had used a different payroll provider for years, and service had grown impersonal and slow, with response times on payroll issues sometimes taking 24 hours or more. The provider also charged for services Stephanie felt should be standard: when her team wanted to set up data feeds for benefits like earned wage access, the provider quoted $50,000 a year just to maintain the feed.

Because hiring and onboarding ran through Workstream while payroll ran through a separate system, her team also had to manually re-enter every new hire's onboarding data into the payroll system — an extra, error-prone step that added risk to an already strained payroll process.

The solution

How Workstream Streamlined Payroll for MPH Dining

Stephanie's team moved payroll onto Workstream — the same platform they'd already used for hiring and onboarding for about three years. Implementation began the week before Thanksgiving and wrapped in five weeks, over the holidays.

shift-icon6

Fully Converted in Five Weeks

"Within five weeks we completely converted over to Workstream payroll, and every promise that was made was delivered on," Stephanie says. She's been through several payroll implementations in her career and says this was the easiest one she's experienced. She credits Workstream's team for handling the bulk of the data migration, and says being connected with another franchisee in her group who had already made the switch gave her confidence going in.

Active-icon6

Hiring Data Flows Straight Into Payroll

Because hiring and onboarding also run through Workstream, new hires move automatically from application to onboarding paperwork to payroll setup. That single data flow is a big part of why payroll is faster and more accurate now: every new hire's information is already complete and correct in the system by the time payroll needs it. Stephanie's payroll specialist no longer has to manually transfer onboarding data into a separate system.

secure-icon1

Benefits, ACA, and COBRA on One Platform

Stephanie's team has also expanded beyond payroll into Workstream's benefits administration and ACA tracking modules, and switched their COBRA provider to a partner Workstream recommended. The goal, Stephanie says, is to keep as much as possible on one platform rather than logging into several systems to manage HR, payroll, and benefits separately.

Report-icon1

Custom Reporting with AskAI

Stephanie's team also uses Workstream's AskAI feature regularly for custom reporting. Instead of building reports by hand, Stephanie can ask AskAI to pull data for specific locations or all locations and specify the exact column order she needs — especially useful for formatting payroll-adjacent reports for her insurance broker and state reporting requirements.

50% reduction

in payroll processing time

5 Weeks

to implement Payroll

24-48 Hrs

to fill a position, down from 1-2 weeks

the wins

A Night and Day Difference

"It's been a night and day difference moving to Workstream payroll," Stephanie says. Payroll processing time has been cut in half, driven largely by eliminating manual data entry between onboarding and payroll.

Consolidating onboarding and payroll data in one system has also reduced payroll errors. "All of it being in one system has helped with errors, because we're not having to manually put in that data, which opens the door for errors and typos," Stephanie explains.

Hiring and onboarding feed into that same accuracy: a position that used to take one to two weeks to fill can now be filled in as little as 24 to 48 hours, so new-hire data reaches payroll sooner and more completely, instead of trickling in late and creating gaps at pay time.

That speed matters as MPH Dining Group keeps growing, with three more restaurants opening soon and roughly nine new locations planned over the next year and a half. As the group scales, Stephanie values the support behind the platform as much as the platform itself. "If I ever have an issue, regardless of what team member I reach out to, you guys are so quick to help us with what we need," she says.

See how Workstream can help you manage and pay your hourly workforce

Book a demo

Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.