BYOD Policies: What Employers Need to Know Vol. 61 No. 1 Taking a clear position on employee-owned devices is critical. By Paul G. Lannon and Phillip M. Schreiber 2/1/2016 These days, most employers can’t keep pace with technology as nimbly as their workforce can. That’s why many forward-thinking companies are now adopting bring-your-own-device (BYOD) policies that allow employees to work on their personal laptops, tablets and smartphones instead of on company-issued equipment. The BYOD trend has been driven in part by Millennials in white-collar positions who have come to rely on using their own technology for both work and play. While asking people to bring their own devices can lower costs and improve efficiency, effectiveness and morale, it also raises a host of security and legal compliance concerns. Fortunately, most of these concerns can be addressed through a well-crafted policy. Concerns From the employee perspective, the biggest concern is that BYOD practices could lead to a loss of employee privacy. Workers may worry that their company will have inappropriate access to their financial and health data, as well as to their personal photographs, …show more content…
It has stated that though BYOD (Bring Your Own Devices) improves organizations productivity, effectiveness, and decrease of disbursements, but the misuse of it is what concerns them. While the article listed many disadvantages of BYOD usage, it also mentioned helpful advices and policies to prevent any future security breaches. According to Lannon and Schreiber (2016), “A good policy will take into account the concerns of both the company and its employees. There is no one-size-fits-all approach. What works best for a particular employer will depend on the employer’s business” (para. 9-10). The article concluded that using BYOD could be a beneficial if employers implemented limitation that could be adaptable for the
Cellphones have become an asset in people's everyday lives. Gone are the days when cellphones are depicted as luxurio...
As we progress deeper into the digital era, we rely more and more on our electronic devices. Over the last decade, almost everyone who lives in a developed nation owns a cellphone and they are becoming an integral part of our life.
Terms and Laws have gradually change overtime dealing with different situations and economic troubles in the world in general. So then dealing with these issues the workplace has become more complex with little or no rights to privacy. Privacy briefly explained is a person’s right to choose whether or not to withhold information they feel is dear to them. If this something will not hurt the business, or its party members then it should be kept private. All employees always should have rights to privacy in the workplace. Five main points dealing with privacy in public/private structured businesses are background checks, respect of off duty activities/leisure, drug testing, workplace search, and monitoring of workplace activity. Coming to a conclusion on privacy, are there any limits to which employers have limitations to intrusion, dominance on the employee’s behavior, and properties.
Technology has developed in leaps and bounds over the past few decades. The case is that the law always has difficulty keeping pace with new issues and technology and the few laws that are enacted are usually very general and obsucre. The main topic of this paper is to address the effect of technology on privacy in the workplace. We have to have an understanding of privacy before trying to protect it. Based on the Gift of Fire, privacy has three pieces: freedom from intrusion, control of information about one's self, and freedom from surveillance.1 People's rights has always been protected by the constitution such as the Fourth Amendment, which protects people from "unreasonable searches and seizures". As said by Eric Hughes, "Privacy is the power to selectively reveal oneself to the world."2 As written by Supreme Court Justice Louis Brandeis in 1928 is the right most valued by the American people was "the right to be left alone."3
Sometimes there is no middle ground. Monitoring of employees at the workplace, either you side with the employees or you believe management owns the network and should call the shots. The purpose of this paper is to tackle whether monitoring an employee is an invasion of privacy. How new technology has made monitoring of employees by employers possible. The unfairness of computerized monitoring software used to watch employees. The employers desire to ensure that the times they are paying for to be spent in their service is indeed being spent that way. Why not to monitor employees, as well as tips on balancing privacy rights of employees at the job.
With the increasingly ubiquitous nature of mobile devices and online availability, including smartphones and tablets, there is also an understandable concern about the level of security that is afforded to such devices. This can be considered as increasingly important given the proliferation of policies such as BYOD (Bring Your Own Device) which is being used by diverse organizations as a way of lowering the cost of ownership for such devices while also leveraging the flexibility advantages that their utilization can bring. It is therefore an area of immense interest due to the changing and emerging nature of both the technology itself as well as the security concerns.
The privacy of all personnel information held within an employer’s database are protected and controlled by a number of federal statutes. The employee has the basic rights that protect each employee privacy so that their information is not shared without their prior knowledge or with any outside company. Moreover, employees may not like that their computer, email and/or internet use is monitored and stored with the company’s database, but the employer has the rights to know how its equipment
Even as I sit here typing this paper, my own shiny, rectangular piece of molded plastic and metal lies inches away from my fingertips, beckoning me to use it. Looking out the window, one of the first sights I see are people walking with one hand up to their ear, evidence this technology is in use. I can count on one hand the number of adults I know who do not own one these mobile devices. People are now able to be virtually accessible almost anywhere at any time.
Telecommuting may be the movement of the future, which will allow more people to work away from the office. Many people see telecommuting as a way to be close to home or allow them to be connected to their organization while working abroad. While telecommuting might work for some people, telecommuting is not for everyone. There are many disadvantages; as well advantages to telecommuting which most people do not take into account. When considering telecommuting, the advantages fall for both employer and employee. The same can be said about the disadvantages of telecommuting.
The advancement in technology across the world is a major cause of the changes in the workplace. For instance, the advancements in computers are astounding. Mainframe computers have given way to personal computers, then laptop computers, and now hand-held tablets. Findings of a study by IDC, a market research company, showed that by 2015 more people will be connecting to the Internet using tablets, smart phones, and other mobile gadgets compared to those who use the Internet through their desktop computers (Schroeder). Cell phones have also seen a revolution by becoming faster, more efficient and more feature-rich. It is even possible to check email on the way to work using a handheld device. A Nielson fact sheet outlining the usage of various devices in America shows that “there are 223 million cell phone users over the age of 13, and 25% of the mobile devices sold during Q3 of 2009 were smart phones. That is estimated to go up to between 40-50% during 2010” (Heimbuch). Individuals can text, status update, tweet, or reach other seamlessly by mobile devices that can fit in their pockets. Even the printed word may become obsolete according to Aaron Bradley, as outlined in his online article called “A Modest Proposal for Newspapers in the 21st Century.” In his article, he discusses how the printing of newspapers is be...
Avoid the misuse of the company’s equipment and property for personal gain, or committing any sort of fraudulent acts that could damage the company name. As our employees are being given company equipment such as laptops and cell-phones, employees are prohibited to utilize those communication resources for any non-duty tasks. Employees are not to be using the access to the web for any online activities that are non-duty related such as social networking, streaming videos, or personal email messaging unless instructed to do so by the higher management who will assess the decision beforehand. The use of company cell-phones is strictly limited to company calls, or emergency calls to authorities, and every other use is strictly prohibited and could result in termination.
But, these laws always changing, depending on the work setting or policies set by any specific organizations. Because there are so many different work environments, each claim of privacy has to be evaluated based on the actual conditions of the workplace (Smith & Burg, 2015). This is why policies must be set according to the CEO needs. If the organization does not allow the use of the internet for any personal use, than the employee must follow such guidelines. This eliminates employee privacy right violations, because the policy will informs them of the monitoring during the hiring
In today’s world the vast majority of the population owns a cell phone. Cell phones are a huge part of people’s everyday lives. Since the 1940’s when mobile phones became available for automobiles, phone companies have made huge strides in making mobile phones more efficient, much smaller, and more available for anyone to use. There was a time where only people of wealth had these types of mobile phones. Now people from all social classes own a cell phone. They are extremely convenient and have the ability to do just about anything you can think of. There is an “app” for everything. You can make phone calls, text message, surf the web, pay your bills, read books, catch up on social media, and even listen to you music all from one small handheld device. Cell phones play a huge role in today’s economy. Businesses such as AT&T, Verizon, and Sprint have become huge public corporations with large stakes in the stock market. Between these companies among several other phone companies they have created millions of jobs and opportunities. Cell phone companies have now created what are known as “smart phones”. These phones are typically slim and sleek and have countless versatile abilities. However, cell phones have not always been so “smart” or small for that matter.
fixture in everyday life then ever before, from housewives planning meals, to checking bank balances and paying bills, to looking up recipes. Children have the ability to do their homework, playing games and chatting to a friend on the internet. Business executives carrying PDA's, [personal digital assistants] with the ability to do their everyday business duties, from anywhere in the world that they may be at any time of the day or night.
One way to deal with the security and privacy challenges of mobile computing is for managers to formulate optimal policies regarding the use of mobile devices within an organi-zation. This method of dealing with security and privacy risks of mobile computing focuses mainly on the internal threats, originating from employees and other internal members of an organization. Harris et al. (2012) propose a model to identify the possible policy that an or-ganization should embrace with respect to mobile computing and the associated privacy and security threats. The model contains two extremes that vary from the “Laissez-Faire” approach to the “Authoritarian” approach, including middle-ground strategies that can assist the company to guide their policies in a certain direction. The former extreme includes the allow-ance of multiple devices and applications connected to the enterprise network, without any form of restrictions. The latter extreme includes a tight and secure control over the amount of applications and devices connected, including restrictions on different levels. Middle-ground strategies differ from setting up a list of allowed devices and application, to actively suggest-ing and pushing employees to use certain technologies in the