Bring your own Device (BYOD) is an area that all organizations are having to address more today then ever before.  According to SHRM, in 2017 86% of employees used their personal smartphones for work. As we grow more and more reliant on technology and more accustomed to having information readily available, the desire to use one’s own personal device increases. 

In the past, employees had to ask permission to use their smartphone for work purposes rather than juggling both a personal and business phone. Today, the roles have reversed.  Companies are now asking their employees to use not only their own smartphones, but also personal laptops and other devices. With this comes the question of policy implementation.

BYOD policies are growing in popularity and are projected to increase in the future. How does this benefit organizations? Forbes.com shares the following benefits to implementing a BYOD policy:

• Cost. Companies with BYOD policies can minimize or even eliminate costs associated with supplying PCs or smartphones. 
  
  

• Convenience. BYOD policies can increase productivity by allowing employees to complete personal and professional tasks from one device. Employees can access work/personal emails, texts, etc. at any time, including after hours.  
  
  

• Proactive approach to issues. People will use their phones for professional reasons at some point regardless. It is wise to be prepared to address any problems surrounding this use.  
  
  

• Competition. Attractive companies are doing it to compete as an employer of choice.

Things to consider:

Protect your data. When companies allow their employees to access important information via a personal device, it can become challenging to address IT issues. Organizations should consider installing antivirus as well additional security measures including a secure network to protect your information. 

Other factors to consider:

• Some devices make it difficult or impossible to download necessary software.
  
  

• With most BYOD policies, it’s up to the employee to make sure that their devices function properly.  Employees should be made aware of their responsibility before issues arise.
  
  

• Limited budgets can affect who can afford a device and whether the device is able to support your business function. Policies should address equipment needs and how to request necessary tools when an employee does not have their own or a reliable device.
  
  

• Temptations – Too much personal use. Today, people are engaged by variety and employees will likely rely on their device to break up their day with a combination of personal and professional tasks.  Are your employees using their devices for social media, texting and shopping? Your policy should address clear expectations.
  
  

• Employee privacy – Experts say that employees should not expect complete privacy when sharing their device. Policies should address specific access and ensure that employees understand and consent to it. Hope Eastman, Co-Chair of the Employment Law Practice of Paley Rothman Attorneys at Law stated in a 2017 SHRM article, “under no circumstances, it is illegal for an employer to monitor its employees’ e-mail and internet activity.”
  
  

• Terminations – Policies should address your organization’s level of access to remove or retrieve private information at the time of termination. 
  
  

Whether the device of choice is an android or Apple’s latest and greatest tool, employees like and want to use their own systems.  It can prove beneficial to employers as long as policies address security concerns and the organization ensures that employees understand and agree with privacy requirements.  

Though this is a growing objective for many organizations, it may not be the solution for all companies.   The law is ever evolving as we increase our use of BYOD policies. ASE will keep an eye on state and federal regulations surrounding new developments.

Sources:  Forbes.com; SHRM.com; thebalance.com