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Monday HR Minute: Personal Cell Phones
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Personal Cell Phones at Work

Chances are good that all or most of your employees have cell phones.  Whether employees need their phones to conduct business or not, there is a good chance that employees have their cell phones with them during work time and in your workplace. In some companies, cell phones are not an issue while in others they can pose a safety concern.  I recently saw an employee during a slow period in a fast food restaurant check his phone and didn’t think much of it.  But then I saw a person checking his phone while directing traffic through a congested construction zone and thought that may be a problem.

What considerations should you consider when implementing policies and procedures in your workplace?

Visibility/Sounds: Are employees allowed to have their cell phones with them and/or visible during work hours? Or do they need to put them away, locking them in their desk or locker or leaving them in their car? Can employees have their ringers on or do they need to set them on silent or vibrate mode? Create a policy based on what works for your workspace, taking into consideration practicality and environment.
Personal calls/texts: Are employees allowed unrestricted use for personal calls and/or texts during work hours or are they restricted to breaks or emergencies? Specify allowed times and places for cell phone usage to minimize disruptions and reduced productivity as well as to respect the privacy and productivity of co-workers.

Streaming: Can employees stream music or videos during work or breaks? Or does this tax your network speed/availability for business purposes?  Include in your internet usage policy and be sure to specify that this usage is covered under other company polices such as harassment/sexual harassment prevention, confidentiality, and right-to-search/no privacy.

Safety: Is it a safety issue for employees to have their cell phones with them while working? Implement a zero-tolerance policy and provide someplace for employees to store their phones safely while working.

When setting any of these policies, include that violation will result in disciplinary action and be sure to enforce consistently.

Contact Affinity HR Group to discuss cell phone use in your workplace and creating a policy for your company.

Upcoming: Company-issued cell phones and work-related usage

That Affinity HR Group is an endorsed HR provider for more than a dozen national trade associations? And that we can help you recruit for your next rock star employee for a fraction of the price of a typical recruiter?


"Affinity HR Group helps us hire the right people for our fast growing organization. We have a great working relationship with the Affinity HR team.  It’s a true partnership."

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Chief Operating Officer  |  
Benefits Administrators



And Affinity can ensure your HR practices & policies are compliant and costs a fraction of the price of other national providers, such as Paychex & ADP. 

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Michael Diamond, CBSE
Managing Partner  |  Affineco




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The Monday HR Minute, brought to you by Affinity HR Group, is designed to provide you with practical, applicable human resources and management advice and information in a format that will take you 60 seconds or less to read.  We believe that by dedicating just one minute a week to thinking about people management practices, business owners and managers can make enormous strides in improving workplace performance.
Affinity HR Group is a full service human resources consulting firm that specializes in advising small and medium-sized enterprises. Our services include recruiting and selection, HR policies and compliance, ad hoc HR support, compensation and performance management, and training and development. We are an endorsed HR partner of a number of leading national trade associations and offer free initial consultations and discounted services to their member companies.
 Email us at contact@affinityhrgroup.com or call 877-660-6400.
 
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This e-mail may contain general information about legal matters. Affinity HR Group does not provide legal counsel. The information provided should not be considered legal advice and should not be relied on as an alternative to legal advice from your attorney or other professional legal services provider. If you have any specific questions about this content or any legal matter you should consult your attorney or other professional legal services provider.
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