All-in-one HR and Payroll saves Culver's of Louisville time and stress

As a former hourly worker herself, Kim Major has first-hand knowledge about the challenges around hiring and onboarding. Now the hiring manager for a Kentucky-based Culver’s franchise group, she’s committed to improving their HR efficiency. 

"Having HR and payroll together, I consider it one-stop shopping. You don't have to fill out these forms on one side and then go to payroll and fill out the other forms. They just merge together. That's super easy for me."

Kim Major

Hiring Manager, Culver's of Louisville
The problem

Disjointed processes bring complicated problems

About Culver's

Culver’s got its start in 1984 in Sauk City, Wisconsin—the beloved hometown of founders Craig and Lea Culver. Along with Craig’s parents, George and Ruth, Culver’s built a loyal following by serving up their now legendary signature combination of ButterBurgers with Frozen Custard.

Since day one, the Culver family has realized that the secret to lasting success is always about putting people first. In 1990, the first Culver’s franchise opened in nearby Baraboo, WI, quickly followed by more beyond state lines in 1995. Today, Culver’s can be found across 26 states in the US.

Locations: 965
Industry: Restaurants
Employees: 25,000+

 

When Kim took over hiring and onboarding, scheduling interviews was the most difficult part of her day. She spent hours tracking down applicants only for them to ghost her. “I had to call them and a lot of people don’t answer the phone for a number they don’t know.” But because there was no other option, she was stuck chasing applicants. 

And once an applicant was hired, Kim faced another road block: onboarding. Before Workstream, this task was done the old fashioned way: on paper. Trying to track, organize, and maintain the flow of documents felt impossible.

Running payroll brought another set of complex challenges. Outsourcing payroll processing seemed to solve the complexity issue–until it didn’t. Rather than saving time, outsourcing actually created more confusion than before. Kim had to spend hours wrangling data and correcting errors. It was time for a change. 

The solution

Automating and integrating hiring, onboarding, and payroll

Workstream was the game changer that Kim had been looking for. The automated interview scheduling, digital onboarding, and payroll functionalities brought immediate time savings, and also helped reduce stress.

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Automate interview scheduling

Kim loves that applicants can use Workstream to schedule their own interviews and receive automated reminders. She estimates that the time she spends scheduling interviews has been cut in half. “I have my availability, and they pick a time that’s convenient for them and me… I now probably spend more time actually doing the interviews than trying to get people to come in for the interviews.”

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Digital onboarding

Digital onboarding has also been a godsend: “With Workstream I have an onboarding checklist that’s like, okay your tasks are done, you can move on. I can just click on [someone’s] name and it’s all right there.”

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Save time on payroll

Payroll is also much easier for Kim since she can now quickly do everything herself. “It’s super easy. I can probably get payroll done in 15 to 20 minutes. If there are pay changes or benefit changes, I can go in and put them in immediately. I don’t have to wait. That way everything is done. It’s that simple… it’s all in my hands. I don’t have to worry about a third party.”

the wins

Save time and stress

Kim loves that she now enjoys a better connection with new hires thanks to Workstream. She can get them interviewed, hired, onboarded, and paid faster and with fewer headaches than before, all of which frees up valuable time that she can spend on higher-impact responsibilities. She’s excited to explore more of the all-in-one functionality that Workstream offers and introduce other Culver’s groups to the platform so they can experience the improved efficiency for themselves.

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

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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

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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.).

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