You can restrict or even forbid cell phone use during working hours. You have the right to ask that employees put their cell phones away or turn them off if doing so will allow them to give their full attention to the work they are being paid to do. Employees should be permitted to use cell phones during meal and break times, though, as these times must be truly personal in order to comply with state law. Fair warning: you might encounter some fairly aggressive pushback if you try to ban cell phone use during all non-break time. A more lenient policy may do the trick. According to our common language, “Personal cell phone use during working hours should be kept to a reasonable limit.” Reasonableness will be determined by your manager. Your managers have a lot of discretion under this language, but to prevent discrimination claims, they should be taught to apply the same standard of reasonableness to all employees.
No, audio, video, and photography cannot be outright forbidden, but they may be restricted, to answer the second question. Employers cannot outright forbid recordings, according to the National Labor Relations Board, which upholds the National Labor Relations Act, as this could hinder employees’ ability to organize regarding their terms and conditions of employment. Employees may decide to record a conversation about asking for raises during their lunch break and then share that recording with other employees who work different shifts. This would need to be allowed. However, you can still have a policy that forbids the recording of confidential information, such as proprietary business techniques, client or patient information, customer lists, or the private information of employees. Be aware that you cannot deem all information confidential, e. g. “All office chatter” or “Anything pertaining to customer/patient care” ”.
If you feel it is important to have such a policy, I recommend something along the lines of, “Audio and video recording devices, including cameras and smartphones, may not be used to record or capture any confidential information, whether it be proprietary business information or clients’ or employees’ confidential personal information. For reference, this is not one we generally include with the handbooks we make for clients. If recording non-confidential information, e. g. Please get everyone involved in the recording’s consent before taking pictures of coworkers. This kind of policy can be added to your manual when you next review it, or if you think it’s necessary right away, you can give it to every employee and have them sign an acknowledgment form.
How do employers enforce a cell phone usage policy?
The policy will probably be kept in writing by your employer, who will ask you to review and sign it. These factors are typically taken into account by your employer when implementing a cell phone usage policy:
1. Equal Enforcement
The company’s policies regarding employee cell phone use while at work should be uniform for all employees.
2. Industry type
When interacting directly with customers, you might not be allowed to use your personal cell phone if you work in the hospitality or food service sectors.
3. Flexibility
It is simpler to enforce a cell phone policy that allows for some flexibility.
4. Liability
Your employer might want to strike a balance between the potential need for you to use your personal phone at work and the risks and productivity losses that excessive use can cause.
5. Usage during breaks
Depending on the cell phone policy, you might be permitted to use your personal phone during your allotted breaks.
6. Usage during meetings
If you must check your calendar or consult an email during meetings, your employer may establish a rule requiring you to keep your cell phone hidden.
7. Job roles
The phone policy of your business will probably also depend on whether staff members deal with clients directly.
Employers should specifically state what is prohibited, such as:
Employers would benefit from including a few exceptions in the policy. During your shifts, you might need to occasionally use your personal cellphone. You might need to communicate with your healthcare providers, child care providers, or even those who look after elderly or ill family members while working during regular business hours.
An HR representative should thoroughly go over the company’s cell phone policy and address any queries you may have as part of the employee onboarding process.
What is a cell phone usage policy?
There are limitations on how you can use your phone and other mobile devices while at work as part of a cell phone usage policy. It applies to any device that can send and receive text messages, emails, and phone calls as well as download files from the internet. Policies regarding the use of cell phones may be applied to both privately owned and company-issued devices.
Benefits of a cell phone usage policy
Making an environment with fewer interruptions is one of the best ways to increase productivity. Productivity rates may decline if email, text message, or social media notifications are distracting.
Increased safety is a benefit of enforcing a cell phone usage policy as well. You might spend a significant portion of your days operating a vehicle if you work as a delivery person, salesperson, or someone who commutes to various job sites. A zero-tolerance policy for workers who use their phones while driving may be required to create a safe workplace.
The security of a business may be impacted by employee use of personal devices. Your company’s leaders have probably made significant investments in a security strategy if it deals with sensitive or proprietary information. However, if you are speaking on the speakerphone or taking pictures while at work, you might record or divulge information that should be kept private.
Sample cell phone agreement for employees
You might be required to sign the following cell phone contract during onboarding.
In this section, we’ll go over the rules for using mobile phones and other devices at work.
Smartphones and tablets are a necessary part of daily life and can be very helpful, but if used excessively while working, they can hinder concentration and efficiency.
The cell phone usage guidelines are applicable to all staff members, including managers and supervisors.
It is prohibited to use a cell phone excessively for personal purposes while at work. When a cell phone is used excessively, it may disturb coworkers, divert attention from work tasks, cause accidents, or otherwise interfere with business operations.
Employees are not allowed to:
Employees who violate the cell phone policy may face disciplinary action, which could result in termination.
Your employer may be able to prevent issues with productivity, the loss of sensitive information, and even inappropriate behavior by clearly stating the company’s expectations regarding personal cell phone use at work. It’s crucial to provide clear guidelines, expectations, and information about the penalties for breaking the cell phone use policy.
7 Tips for Creating an Effective Cell Phone Policy for Your Workplace
FAQ
What are the 7 rules for using a cell phone at work?
- Put Your Phone Away. …
- Turn Off Your Ringer. …
- Use Your Cell Phone for Important Calls Only. …
- Let Voicemail Pick Up Your Calls. …
- Find a Private Place to Make Cell Phone Calls. …
- Don’t Bring Your Cell Phone Into the Restroom. …
- Don’t Look at Your Phone During Meetings Unless…
How do you stop employees from using cell phones at work?
- Document employee cell phone use. Observe how employees are using their cell phones at work.
- Establish guidelines and policies. …
- Differentiate between personal and business calls. …
- Enforce rules fairly. …
- Lead by example.
Are cell phones allowed in the workplace?
You can restrict or even forbid cell phone use during working hours. You have the right to ask that employees put their cell phones away or turn them off if doing so will allow them to give their full attention to the work they are being paid to do.
Is it legal for your boss to prohibit cell phone use at work?
In fact, the National Labor Relations Board, the body charged with interpreting the act, recently addressed employers’ legal ability to forbid cellphone use at work. The board upheld a Cott Beverages policy adopted in 2020 to restrict cellphone use and possession.
