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Does Your Employee Handbook Have a Mobile Device Policy?

July 25th, 2017

Mobile devices have completely permeated daily life. Your employees constantly have access to their phones, which also includes text messages, social media, the internet, apps, games, email, etc. While most employees will also have their work email on their phone, the majority of their activity will revolve around extracurricular interests.

While employers are limited with how they rule over the phones of their workers, it is perfectly acceptable, even recommended, that companies include a mobile device policy in their employee handbook. Being clear about expectations is key in keeping employees on task and productive. It’s also important to stress that employees should sign these policies to better ensure that they understand the details and hold them accountable for their actions while on the job and at the office.

If you’re thinking about adding a mobile device policy to your employee handbook, here are some areas that you need to consider.

Personal Cell Phone Use

You should detail expectations in personal cell phone use. This section can include everything from social networking to phone calls. Here are some topic you’ll need to discuss:

  • Limiting personal phone calls, emails, text messages to before work, after work, and during breaks. Going against this rule can lead to dips in performance or even an unsafe work environment.
  • Social networking is not acceptable unless it is required for the job you are hired to do.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Company Cell Phone Use

If you give out cell phones or any type of mobile device for your employees to use, it’s very important that you detail the expectations of use for that device. Generally, that device should only be used for work-related tasks and not at all for personal use. Some other topics to cover are:

  • Options and expectations for the employee to reimburse the company for data overages or call fees associated with personal use.
  • Call reports will be reviewed and employees should be ready to explain any usage discrepancies.
  • Illegal activity done on a personal device during work hours or on work property or the company WiFi may result in termination.

Mobile Device Use While Operating a Vehicle

This is an important section in a mobile device policy. You should first reiterate that the employee is expected to follow all federal, state, and local laws in regards to using technology while driving. You will also want to include:

  • Expectations if answering a phone call is crucial to business, and pulling over is not an option (i.e. keep the call short).
  • If driving for work and business calls are unavoidable because of the job position, the option for hands-free equipment will either be provided or reimbursed.

These are basic ideas to help you get started on crafting a mobile device policy that makes sense for your company. If you’re looking for more guidance on this and other employee management topics, contact Concorde Personnel.

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3 Effective Tips to Using LinkedIn’s Open Candidate Feature to Find a Job

July 11th, 2017

The job seeking world is constantly evolving. From job listing aggregators like Monster.com to using social media like Facebook and LinkedIn, job seekers need to stay on top of new features offered by technology. One of these is the LinkedIn Open Candidate feature.

A new way to help you find a job is by using the Open Candidate feature on the popular professional social networking site, LinkedIn. This feature allows those who already have a job to discreetly let other companies or recruiters know that they interested in other opportunities, while also keeping this hidden from their bosses or coworkers at their existing company. If you’re not familiar with it yet, don’t worry. Just read ahead and put into practice these three tips.

1. Turn on the Open Candidate feature

This might seem straightforward but turn on the feature using your account settings so you can understand exactly what it’s all about and get started. Once you do this, you will also be able to make a list of job categories that you’re interested in. You can always adjust these categories. LinkedIn says the information won’t be shared with your current company but always be aware that any information you put on the Internet could get back to anyone.

2. Have an Updated Profile

If you want to put your best self out there and make the most of the Open Candidate feature, then you need to continually update your profile. Be sure to list your results, accomplishments, responsibilities, or skills to peak the interest of those looking for your talents. Like all social media platforms, a stagnant account doesn’t get as much attention. In addition, you’ll also want to see recommendations or referrals. This is something that all professionals should seek to do, so you could reciprocate a recommendation or referral with a co-worker or friend without drawing attention to the fact that you might be looking for another job.

3. Share Information with Your Profile

Lastly, find relevant and professional content to share to your profile. If you have a personal blog that touches on professional topics, you could also share that. Share that content to the LinkedIn Pulse to reach a wider audience. Take a blog post and share it in LinkedIn groups to reach your target audience. Again, staying current and active on LinkedIn will help boost your presence while using the Open Candidate feature.

A full-service staffing agency in White Plains, Concorde Personnel is ready to help you find the job you’re looking for. Contact our great team of recruiters to get started!

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