Data Confidentiality & Protection
Data Confidentiality
We fully recognize the sensitivity of survey participant data and hold individual company and employee-level data in strict confidence.

We only publish survey data in anonymized, aggregate form. Data sufficiency and security controls are in place to ensure that we do not disclose your company's compensation practices or any personally identifiable information (PII) of your employees.

Customized report outputs and online tools that display your company's data, you-to-market comparisons, and data for individual employees are restricted to licensed users authorized by your company.

We do not sell, exchange, or disclose company-identifiable or employee-identifiable data to third parties.

Data Security
Protecting and securing the data you submit to us is critical. We have implemented numerous measures designed to safeguard and secure customer data, including the utilization of industry-standard security practices, procedures, and technologies, including limited access, IT controls, encryption, and the use of secure data center facilities.
  • Access to our systems and compensation survey databases is restricted and monitored.
  • Only specific, authorized, and trained employees are granted access to customer data.
  • Our service providers and contractors are bound by contractual obligations and non-disclosure agreements (NDAs) to keep data and information confidential.
  • All survey data sent to us via the Culpepper Compensation Platform is encrypted both in transit, via secure HTTPS connections, and at rest on servers behind firewalls in trusted data centers located in the United States.
Data Privacy & Regulatory Compliance
Culpepper is committed to complying with applicable data protection and privacy laws globally, including the European Union General Data Protection Regulation ("EU GDPR") and the California Consumer Privacy Act (“CCPA”).

We adhere to Safe Harbor Guidelines from the U.S. Department of Justice (DOJ) and the U.S. Federal Trade Commission (FTC), providing antitrust protection to our survey participants.

Our compensation surveys meet the U.S. Department of Labor (DOL) criteria for salary surveys used to determine prevailing wages for work visas (e.g., H-1B) and labor certification.

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