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August 09, 2012

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Rick Rossignol

The policy only addresses the cost of the phone. Which is what I would expect from a CFO. It does not address confidential information and security... What happens if a employee send an inappropriate text to another employee? How do you get access to that information in a investigation? It also does not address the wage and hour issues related to non-exempt employees.

KD

Hi Rick -

Here's what I would say. I think Scott has done nice job here of getting people 90% of the way there, and I think it's 95% there for anyone if you think about whether you already have policies in place to deal with IP, confidential information and time reporting for any type of work activity.

There's a trap related to creating multiple policy statements for the same area in a handbook. I'd simply list references at the bottom of this type of policy for related policies for all the areas you mentioned - they clearly will exist elsewhere about 99% of the time for companies with handbooks.

I wouldn't repeat IP, confidentiality and professional conduct policies again in this policy. Cite, perhaps. Repeat or paraphrase - no.

Thanks - KD

Scottstone9

Hey Rick - Scott here....gosh, you make "CFO" sound a little like a dirty word there. That notwithstanding, a couple of points I'd like to make:
- regarding the "inappropriate text" situation, I'm not seeing the issue. The employee (lets call him Lester), coud send an inappropriate text from his personal OR company provided phone to another employee's personal OR company provided phone. If he sends from his company device, I suppose its easier to discipline him. If he send from his personal device, what can you do? So rather than try to develop a policy around the what the bad guys might do, we are more focused on hiring the good guys and girls (please - no suggestions that this is a sexist comment,k?)

- as far as hourly workers are concerned, we are focusing this policy on folks who we reasonably expect to be able to reach pretty much anytime -i.e. "management". If we send an hourly associate home with a comm device, we pay them on call pay. Done.

Now, maybe after considering this, "CFO" doesn't sound so awful coming out.

tlcolson

Really like this approach. And, as always, hr, legal and that command & control managerare going to want to make it easy to firs people, and difficult to have common sense retention approaches to work policies. Of course you can investigate... The offending text will be in the complainants phone, with the offenders number attached. But if you have a "we hire grown-ups" and "no assholes" policy.... It generally sorts itself out.

JimLittlefield

This is a great start but I'm inclined to agree with Rick, it needs input from HR and the CIO.

HR needs to weigh in on privacy, appropriate usage and what happens when an employee is terminated. There's likely to be company information that needs to be removed.

The CIO and IT Security can provide input on password requirements, support, restricted software and approved devices and encryption.

All of my customers are at various stages of implementing a BYOD program. I believe a successful BYOD program for phones & tablets will lead the way to similar initiatives for laptops.

Davidegger

Agree that this policy needs some help from IT and HR. BYOD is about more than cost savings, it's also about more than just IT using MDM to still control devices, and it's even about more than allowing knowledge workers to use the tools they want. It's about the combination of all three for a forward-looking mobile strategy. Tools are already out there and still coming for many of the issues folks are worried about, Toggle for privacy, MDM for Data control and security.

http://networkingexchangeblog.att.com/small-business/from-my-cold-dead-hands-why-byod-will-become-a-must-for-knowledge-workers/

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