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Workstream + Crunchtime: The Integration Changing The Game

For Derek Zabel, a 7-unit Culver’s operator in Spring Hill, the onboarding process was falling short. In the fast-paced world of restaurant operations, efficient and compliant onboarding can make or break the employee experience. Manual entry, compliance risks, and new hire drop-off were daily challenges—until he implemented the Workstream + Crunchtime integration.

“This process would be huge for anyone managing multiple locations. You don’t really have the option not to be compliant.”

Derek Zabel

Owner/Operator
The problem

Onboarding Headaches

About Culvers

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: 1000+
Industry: Restaurants
Employees: 25,000+

 

Before the integration between Workstream and Crunchtime, the new hire onboarding journey was filled with friction. While initial paperwork had been completed through Workstream, Derek and his managers still had to manually input the same employee data into Crunchtime—a step that opened the door for multiple issues like scheduling delays due to late entries and heightened compliance risk from inaccurate or missing data entry. 

High no-show rates were also common as some candidates never returned to complete onboarding. That wasn’t all. As Derek explains,  “Before, sometimes people would forget their ID, and their paperwork wouldn’t be completed. That made us technically noncompliant—and created a lot of back and forth.” 

With compliance issues causing headaches, he knew he needed help. Luckily the solution was just an integration away.
 

The solution

One seamless integration

By enabling the Workstream + Crunchtime integration, Derek’s team finally bridged the gap between hiring, onboarding and team management. Now, once a candidate completes their paperwork—including ID verification and the form I-9—Workstream automatically pushes them into Crunchtime within minutes, which then pushes them into the POS. This automation eliminates the need for endless manual data entry between systems and avoids premature training and scheduling before onboarding is complete.

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Hours saved

With managers no longer manually entering employees into Crunchtime, each hire now saves managers 30+ minutes of admin time, allowing the team to focus on training and operations.

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Clean employee data

In the past, every hire was entered into Crunchtime, whether they showed up to orientation or not. Now, only fully onboarded employees make it in, giving the team more accurate turnover reporting and preventing franchise penalties tied to manager turnover rates.

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Reduced compliance risk

The system ensures no one slips through the cracks. “It forces you to be compliant. It won’t move them over without it,” Derek shared. “This forces our team to follow the right process every time.” The result? Fewer compliance risks, audit-ready documentation, and increased accountability. 

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Improved Retention & Fewer No-Shows

The integration has helped screen for truly motivated candidates.“If someone’s motivated enough to come back with their paperwork, they’re probably going to show up for orientation,” said Derek. “We haven’t had a single no-show since implementing the new process.”

 

why it matters

Scalable processes

For multi-unit operators like Derek, the integration has become a game-changer. It scales easily across locations, holds hiring managers to a consistent standard, and dramatically reduces risk. “This process would be huge for anyone managing multiple locations. You don’t really have the option not to be compliant.” As Derek has realized, when your systems work well together, so do your people.

Learn more about the Workstream + Crunchtime integration

Learn more

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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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.

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