Employers now provide their employees with corporate mobile phones. Some employers expect their employees to be available to do their jobs. What are your rights? What are your tasks? What does the Labour Code require for work phones when using a company mobile phone? But they may fire you because you have it in your pocket or refuse to hand it over. While Texas, as in most states, does not require an employer to allow employees to make or receive personal calls during work hours, most employers allow employees to use their cell phones wisely. The Texas Workforce Commission recommends that an employer limit the use of an employee`s personal cell phone to breaks and emergencies. State law allows a Texas employer to prohibit an employee from using or even having a personal cell phone in the workplace, but is about to approve a general seizure. In some situations, an employer may have the right to physically and digitally confiscate and search an employee`s mobile phone, but must include this possibility in any policy it has for mobile phones and other electronic devices. Precisely because an employer has the right to prohibit the use of mobile phones, it is important that such a prohibition applies universally to all employees and not just some. So, if certain employees or managers are somehow an exception to the rule, it is important to determine the reasons why or if unlawful discrimination took place instead.

Employees` use of company phones can be a sensitive topic. You can choose a strategy that describes what employees can do with work phones. In the case of the Labour Code on the private use of mobile phones: what happens if there is no policy? Many company policies also explain the state`s laws on mobile phones at work. Examples are legal bans on SMS while driving or industrial spying with a camera phone. Employees must follow labor law on work phones and not use company phones for non-business purposes. In a recent interview with Brooklyn News 12, New York attorney Local Gennady Litvin of the law firm Yuriy Moshes P.C. explained that the employer can dictate productivity and that the mobile phone can be a distraction, and therefore, while that employee is working during company hours, the employer can justify a ban on mobile phones because it “wants that distraction to be eliminated.” For the full interview, click here. Some opponents of FedEx`s corporate policy even argue that access to their cell phone during office hours may have saved lives, as someone in the facility could have contacted police earlier and/or given information to police to find the shooter faster. If an employee intentionally deletes or deletes information from their company`s phone before returning or returning it, it is a federal offense. The same applies if they hide information with password protection. The Texas Workforce Commission allows an employer to impose restrictions on a company-issued cell phone, which could include a seizure in 2020 under mobile phone laws in the workplace if necessary.

An employer may require an employee to pay the cost of using a company phone for personal use. An employer must notify an employee in writing that it intends to do so before starting to deduct the relevant expenses. “My boss went through my personal phone” is a common complaint from employees under investigation for violating company policies, such as taking unauthorized photos with a cell phone. Employers need to let employees know what they can and cannot photograph in the workplace. Employers can also ban camera phones, for example in private areas or areas where there is secret information or where classified activities take place. According to FedEx, access to mobile phones is limited to a small number of workers in dock and parcel sorting areas to “support safety protocols and minimize potential distractions.” State law allows employers to search for phones and other electronic devices and copy the information they find in them, such as photos of new products under development. An employer also has the legal right to dismiss an employee who refuses to hand over a mobile phone at the request of an employer. According to the National Safety Council, a nonprofit watchdog group created by the U.S. Congress in 1913, thousands of companies prohibit employees from using hands-free or wearable devices while the company does business. The employer`s policies regarding personal mobile phones and other electronic devices allow an employee to know what is allowed and what is not allowed during work hours. I keep my sexual orientation out of the workplace because management is rather conservative. As far as I can remember, I didn`t sign anything that gave my employer the right to take something away from me.

“This [company`s] rule states that because mobile phones can be a `distraction in the workplace`, resulting in a `waste of time and productivity`, personal mobile phones can only be used for `work-related or quality of life-critical activities`. It defines “activities aimed at improving the quality of life” as “communication with service or health professionals who are unreachable during a break or outside of business hours.” As a general rule, he goes on to say that “cellular functions such as text messages and digital photography should not be used during working hours.” This rule is illegal because employees have the right under section 7 [of the NLRA] to communicate with each other during lunch or break hours through channels not monitored by the employer. Since the rule prohibits the use of personal phones at all times, with the exception of work-related or critical activities related to quality of life, it prohibits their use during these non-working periods. The term “text messages and digital photography” is more limited, but still refers to “working hours”, which the Commission considered to be time not worked during breaks in other contexts. Although the employer has a legitimate interest in preventing distractions, loss of time and loss of productivity, this interest is only relevant if the employees have working time. It therefore does not override the interest of the workers referred to in Article 7 to communicate privately about their working conditions via their mobile phones during working hours. With the proliferation of mobile phones in today`s society, many companies are struggling to manage employee time on personal mobile devices. But there are legal limits to what employers can do on this front.

The National Labour Relations Board (NLRB) has taken the position that, in most cases, under the National Labour Relations Act (NLRA), workers have the presumed right to use their personal phones during breaks and other hours not worked. Currently, the law makes it very clear that the use of mobile phones is not a protected personal freedom. Accordingly, an employer has the right to restrict or prohibit an employee from using his or her personal mobile phone during the company`s working time and hours.