by Hope Comisky and Tracey Diamond, Esqs., Pepper Hamilton LLP, Philadelphia
Employees are increasingly using their personal electronic devices—laptops, smartphones and tablets—for work purposes. The trend, dubbed “Bring Your Own Device” or “BYOD,” has redefined what it means to be “at work.”
Shifting the cost of electronic devices to employees reduces employer expenses and improves employee satisfaction. Nevertheless, employers jumping on the BYOD bandwagon face several challenges.
Employees’ use of their own devices for both work and personal business often leads to informal and sometimes inappropriate communications between co-workers.
Smartphones facilitate this behavior by allowing communications via voice messages, texts, instant messages, email and social media posts that include photos and videos.
In addition to concerns about inappropriate behavior, employers face potential overtime liability when non...(register to read more)
- Don't tolerate threats, even if they occur during conversation about possible discrimination
- A new hire's first six months: 10 key pitfalls to avoid
- No individual liability under Texas Whistleblower Act or Labor Code
- 9th Circuit tackles harassment, retaliation against gay workers
- What to do when enforcement agencies come knocking