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Developing a Policy for Employee Use of Mobile Devices

Effectively implement polices to govern employee use of mobile devices.For years, employers have allowed employees to remotely access their information technology systems. More recently, as expensive technology once reserved for the largest businesses has become ubiquitous in the consumer market, many more employers either provide mobile devices or allow their employees to use their own personal electronic devices (PEDs) such as mobile phones, tablets, and computers, for work-related purposes. This trend is called Bring Your Own Device or 'BYOD.' Not surprisingly, BYOD has blurred the lines between employees' work and non-work related activities thereby creating many practical and legal concerns for employers. One of these concerns is balancing employee productivity against potential employer liability for compensating employees for time spent working on their PEDs. Under the Fair Labor Standards Act (FLSA) employers have been held liable for 'off-the-clock' work by non-exempt employees who read and respond to work emails or perform other work-related activities on the employee's PEDs. Another concern relates to employers' ability to safeguard and control confidential, proprietary, and trade secret information. The only way to effectively attempt to address these issues is to thoughtfully develop and implement appropriate polices governing employee use of mobile devices.
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Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Introduction the Mobile Employee
Why Should You Have a Policy Governing Employee Use of Mobile Devices?
  • Productivity
  • FLSA Concerns
  • Safeguarding Confidential, Proprietary, and Trade Secret Information
    • Departure Concerns
    • Lost or Stolen Concerns
The Policy
  • What Should It Address?
  • Consent Issues
  • What Should It Not Address?
  • Security
  • Acknowledgments and Agreements
  • Be Careful of What You Know (or Should Know)
  • Impact on Social Media
  • Other Policy Concerns
What Have We Learned?
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Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Audio & Reference Manual

  • Arizona CLE 1.0
     
  • CA MCLE 1.0
     
  • CT CLE 1.0
     
  • GA CLE 1.0
     
  • HI CLE 1.0
     
  • IL CLE 1.0
     
  • ME CLE 1.0
     
  • MT CLE 1.0
     
  • NJ CLE 1.2
     
  • NV CLE 1.0
     
  • NY CLE 1.0
     
  • VT CLE 1.0
     
  • WA CLE 1.0
     
  • WV MCLE 1.2
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

  • Arizona CLE 1.0
     
  • CA MCLE 1.0
     
  • CT CLE 1.0
     
  • HI CLE 1.0
     
  • IL CLE 1.0
     
  • ME CLE 1.0
     
  • MT CLE 1.0
     
  • NJ CLE 1.2
     
  • NV CLE 1.0
     
  • NY CLE 1.0
     
  • VT CLE 1.0
     
  • WA CLE 1.0
     
  • WV MCLE 1.2
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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More Program Information

Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Burton D. Garland, Jr.

Burton D. Garland, Jr.

Ogletree, Deakins, Nash, Smoak & Stewart, P.C.

  • Shareholder at Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
  • Practice includes union avoidance counseling and campaigns, elections, objections to elections, R-Case strategy and litigation, collective bargaining, strikes and injunctions, arbitration, and unfair labor practice charges before the National Labor Relations Board
  • Employment practice includes litigating employment discrimination matters under Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Family and Medical Leave Act, Fair Labor Standards Act, the Federal False Claims Act, and the various state counterparts to these federal laws
  • Practice includes advising clients on employment-related matters and drafting personnel policies, employment contracts, severance agreements, and employee handbooks
  • J.D. degree, St. Louis University School of Law; M.B.A. degree, St. Louis University; B.S.B.A. degree, University of Arizona
  • Can be contacted at (314) 802-3953 or [email protected]
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Product ID: 404429
Published 2018
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