Overview: Part of a good risk management plan is electronic device security. This is the technology age, and no matter what the business, from small store to a large multi-national corporation, technology is being utilized. With the growth in technology, though, comes an increase in security risks that employers must guard against. When securing electronic devices, employers should protect against employee abuse and protect employees from thieves.
The more technology an employee is given - laptops, phones, tablets, etc. - the more access he or she will have to an employer's business information - this might mean trade secrets, customer data or any other sensitive information that could be used against the employer at the termination of the employee. Having safeguards to protect against such concerns, such as ways to limit data access or creating enforceable employee contracts protecting the information, will help prevent future trouble.
Outside of the concerns about employer information, HR also needs to be concerned with employee information. Securing electronic systems that store personal information about employees or teaching employees how to secure their own information on employer-issued devices will help stop embarrassing security breaches and make sure that employees feel safe from concerns such as identity theft.
Trends: Bring your own device (BYOD) policies are a recent trend where employees access employer networks and servers with their personal technology. This can cause problems for employers who have limited ability to secure the devices and their own information. However, it can also mean significant saving for employees who do not have to pay for electronic devices at the same extent that they would without a BYOD policy.
Author: Ashley Shaw, JD, Legal Editor
Delaware employers that monitor employee emails, internet access and/or telephone calls should consider including this model policy statement in their handbook.
Delaware employers seeking to satisfy a legal requirement that employees be informed in advance about an employer's monitoring of company telephones, emails, internet and other electronic resources and sign an acknowledgment verifying receipt of the company's electronic monitoring policy should consider including this model acknowledgment in their handbook.
Employers seeking to notify employees of employer monitoring, measures to protect employee privacy and the strict prohibition against unauthorized or improper use of video surveillance footage should consider including this model policy statement in their handbook.
Utah employers seeking to show their compliance with Utah's law regarding texting while driving, to promote driving safety and to limit liability from accidents involving employees who are driving and using electronic devices for business-related purposes or in a company-owned vehicle should consider including this model policy statement in their handbook.
Arkansas employers seeking to show their compliance with Arkansas' law regarding texting while driving, promote driving safety and limit liability from accidents involving employees who are driving and using electronic devices for business-related purposes or in a company-owned vehicle should consider including this model policy statement in their handbook.
The ruling in Cochran v. Schwan's Home Service, Inc. sheds light on important issues for employers with respect to BYOD (Bring Your Own Device), the practice of allowing employees to use their own personal devices such as cell phones and tablets for work-related purposes.
This briefing for supervisors examines the law and best practices regarding BYOD (Bring Your Own Device), including BYOD policies and the risks and benefits of allowing BYOD in the workplace.
To provide employers with guidance and advice on how to manage and monitor Google Glass in the workplace, XpertHR has added six FAQs.
HR guidance on the importance of securing employee electronic devices.