Littler Report Provides Many Insights and Practical Solutions for Employers Considering a 'Bring Your Own Device' to Work Program

Millions of employees have begun using their personal mobile devices—including iPhones, iPads, Androids, and smartphones—to perform work. According to a global study by the Aberdeen group in July 2011, of 415 companies surveyed, 75% allowed employees to use their personal mobile devices for business purposes. Another survey, by Forrester Research in fall 2011, found that 48% of 1,600 responding information technology professionals were able to purchase the smartphone of their choice and use it for work.

The broad appeal of smartphones and tablets, coupled with their rapid adoption by consumers, has caused many CIOs to begin allowing these devices to interact with corporate IT systems and even replace company-owned devices. In response to this proliferation of personal mobile devices in the workplace, Littler has authored an interdisciplinary white paper, entitled “The ’Bring Your Own Device’ to Work Movement,” which examines the development of this irreversible trend and explores the very real and immediate challenges—both practical and legal—that the trend creates for employers.

This Littler Report covers the topic in more depth and makes more wide-ranging recommendations than any other addressing the “Bring Your Own Device” (BYOD) Movement to date. In addition to addressing privacy and information security issues in depth, the Report also reviews the implications of the BYOD Movement on the following areas of employment law:

  • Confidentiality and Trade Secret Protection
  • Harassment, Discrimination, and Equal Employment Opportunities
  • Workplace Safety
  • Acceptable Use of Technology
  • Compliance and Ethics
  • Records Management
  • Litigation Holds
  • Time Recording and Overtime

We have focused on the BYOD movement because a new set of solutions is desperately needed. Many employers have already built pathways for the BYOD Movement. Littler predicts that within no more than one to three years virtually every employer will have confronted this issue, and a majority will have harnessed the positive energy and advantages of the Movement while mitigating risk through new technology, revised policies and practices, and employee education.

Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.