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Payroll in Hours, Not Days

Little William Enterprises, a 54-location Little Caesars franchisee, replaced manual hiring, onboarding, and payroll processes with Workstream as a single platform, cutting payroll from two full days a week to a few hours.

“Being able to tell employees when their money is going to show up is a huge deal. They trust us much more.”

Jessica Banuelos

Admin & Payroll
The problem

When Payroll Took Two Full Days a Week

About Little Caesars

Little Caesars is one of the world’s largest pizza chains, founded in 1959 by Mike and Marian Ilitch in Garden City, Michigan. Known for its “Hot-N-Ready” pizza and value-focused menu, the brand has thousands of locations across the U.S. and internationally.

Industry: QSR

Before Workstream, Little William Enterprises ran hiring and onboarding almost entirely on paper. With no budget for paid job ads, Jessica manually posted free listings, checked them daily so applicants wouldn’t go cold, and personally called candidates to schedule interviews — a process that could take a day or more per store. Onboarding wasn’t faster: new hires filled out paper packets that got lost, delayed by broken printers and scanners, or held up because the company’s stores are spread out geographically with no central drop-off point. New-hire paperwork could take up to three weeks to fully process.

Payroll was entirely manual. At around 30 stores, Jessica hand-typed every employee’s hours and personal information into a spreadsheet each week — a process that took a full day on Tuesday and another full day on Wednesday. Payment errors were hard to trace: if an employee wasn’t paid, Jessica often didn’t find out until the employee complained, and resolving it meant a slow back-and-forth over email that could leave someone waiting a week or more for their money, sometimes requiring a manual, out-of-pocket payment from the store itself.

The solution

One Platform for Hiring, Onboarding, and Payroll

Little William Enterprises uses Workstream as a single platform for hiring, onboarding, and payroll, replacing paper applications, manual phone outreach, and hand-typed spreadsheets with one connected system.

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Faster Hiring, Fewer No-Shows

Automatic text messages reach applicants immediately, and candidates can self-schedule interviews right after applying, cutting down the no-shows that used to plague the company’s hiring process. When a new store in Janesville, WI confirmed its opening date, it went from zero hired staff to a full team in under two weeks.

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Onboarding in Days, Not Weeks

Digital onboarding replaced the paper-packet chain entirely, so new hires can apply, interview, complete paperwork, and start work within days instead of weeks.

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Payroll in a Few Hours, Not Two Days

Jessica can now configure her own upload file instead of being locked into a rigid format, and she’s trained a colleague to run alternate pay cycles using the same system. In her words: “It was a full day, Tuesday and Wednesday, every week. I had to hand-type every single hour and everybody’s information. Now it takes a few hours on Tuesday to do the bulk of it, a 30 to 45 minute double-check on Friday, and about 20 minutes on Monday to submit it all. This process is actually able to be taught to somebody else, so now I only have to do it every other week.”

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Errors Caught Before They Happen

Built-in bank validation catches errors before they happen, and if a payment does fail, Workstream flags it and shows exactly what’s wrong, letting Jessica resolve it with support the same day instead of chasing it over email for a week. She also highlighted Workstream’s support team by name, describing retries and account fixes as resolved within a few chat messages.

~75%

less time spent per payroll cycle

~90%

faster onboarding-to-start time

the wins

More Stores, Less Manual Work

Little William Enterprises has grown to 54 locations, up from around 30 when the company adopted Workstream roughly two years ago — and payroll hasn’t gotten harder as the company has grown. What used to take two full days a week now takes a few hours, freeing Jessica up to run payroll every other week instead of every week.

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

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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.

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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.