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This Jimmy John's franchisee traded 35-hour paperwork weeks for one-hour onboarding

Deb Merrill is the Executive VP overseeing 12 Jimmy John's locations across Utah, running payroll, HR, safety, and construction largely from her phone. Before Workstream, hiring and onboarding ate up as much as 35 hours of her week in paper filing alone. Today, a new hire can go from application to clocking in wearing a uniform in about an hour.

“We're in the sandwich business. We're not in the paperwork business.”

Deb Merrill

Executive VP, Jimmy John's franchise group
The problem

A filing room, a fire scare, and 35 hours a week of paperwork

About Jimmy John's

Jimmy John's is a well-known American fast-food chain famous for its sandwiches, speedy delivery, and emphasis on fresh ingredients. It has grown into a significant player in the fast-food industry with numerous franchise locations across the United States.

Locations: ~2,745
Industry: Restaurants

Before Workstream, every new hire across Deb's 12 stores moved through the process on paper. Job ads were bought and managed one location at a time. Applicants filled out paper applications, came in for a scheduled interview, then completed a full paperwork packet, including physical I-9 identification. An area manager audited the packet, Deb audited it again, then the data was entered into payroll software by hand before the paper went into a filing cabinet or an archive box.

The volume was brutal. With 12 stores, Deb estimated filing alone ran 30 to 35 hours a week, and she needed a full day devoted just to filing every two weeks or it became unmanageable. She fielded daily calls from area managers just to track down documents: expired driver's licenses, expired insurance, expired visas. At one point she had an entire room stacked with employee folders waiting to be filed. When one location had a fire, she realized how much of that paper trail, including two years of retained applications, could have simply burned.

Compliance added another layer of stress. I-9s had to be stored separately in case of an audit, driver insurance needed updates every six months per driver, and Deb was the one holding all of it in her head, while the paperwork pulled general managers away from making sandwiches and area managers away from supporting their teams.

What we've solved

Onboarding that runs from a phone, not a filing cabinet

Workstream replaced Deb's paper-driven process with a mobile, self-serve system that handles job posting, applications, compliance, and payroll from a single platform across all 12 locations.

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Automated job posting

Instead of managing 12 separate Indeed accounts and sponsored ad budgets, Deb's team now posts once through Workstream to the job boards they already use, including Indeed. Managers can run their own sponsored ads without her involvement.

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Mobile, self-serve onboarding

Applicants can apply from bed at 1 a.m., schedule their own interview based on real-time store availability, and upload documents like a food handler's permit or driver's license straight from their phone.

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Compliance built in

I-9s get attested by the manager directly in the system, and Deb can bulk-download every I-9 across all 12 locations in one action if she's ever audited. “I trust the computer system more to verify things than I trust myself,” she said.

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Faster payroll

Workstream built Deb a custom CSV to import new hires directly into her payroll software. “It was the easiest payroll I had ever done,” she said of her first run using it.

60 min

from application to clocked in, uniform on

97%

less time spent on hiring and onboarding tasks

THE RESULTS

More time with people, less time with paper

Today, a new hire can go from application to clocked in — uniform on — in about 60 minutes, and Deb estimates Workstream has cut the time her team spends on hiring and onboarding tasks by roughly 97%.

Rollout took less than a week from kickoff to Deb's first payroll run on the new system, with staff training running 30 to 40 minutes per person. The area managers who once hand-carried paperwork between stores and Deb's office are largely out of that loop entirely. Conversations that used to center on missing documents now center on employees, customers, and sandwiches.

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

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.).

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