Clear signals to staff can avoid mobile phone problems at work
Last updated 20:50, Sunday, 06 April 2008
LAST week Ofcom gave permission for mobiles to be used in European airspace, opening the doors for airlines to offer a new communications service to passengers.
Presumably Ryanair, who famously accused staff of stealing electricity by charging their personal mobiles at work, will be not be extending the new service to their cabin crew!
The use of mobile phones at work is a big issue for employers, as much because practices vary widely at different workplaces as because mobiles are now so ubiquitous.
But despite the disruption and detrimental effect on productivity, many employers find it virtually impossible to stop employees using their mobile phones altogether.
Developing an acceptable use policy is often the best way for employers to tackle the problem of mobile phones. Some of the issues you might address include:
Personal calls – Establish whether you want to allow employees to take any personal calls at all during working hours. Whilst it’s understood that emergency calls are always acceptable, most companies would like to see other personal calls and text messages kept to an absolute minimum regardless of whether the communication is via the employees’ own mobiles or the company’s phones.
Client meetings – Most companies insist that mobiles are switched off during meetings especially with clients.
This should cover business calls as well as personal calls.
Use of employee’s mobile – It’s not unusual for employers to contact an employee on their personal mobile number for work-related calls.
If staff are expected to make and receive calls on their own phones, there should be a clear system for reimbursing them. Companies should also be mindful of an employee’s right to privacy.
The employee may not want to share their contact details with clients or even some colleagues.
Driving – Using a hand-held mobile whilst driving has been an offence since December 2003. Staff should be clear that they should never make calls whilst driving nor are they expected to receive calls.
It is also an offence to “cause or permit” a driver to use a hand-held mobile phone while driving – employers could be liable as well as the individual driver if they expect employees to be in constant contact whilst driving.
Machinery and equipment – For some employees using mobiles is out of the question since their work requires 100 per cent focus or there is a risk of equipment (eg medical) being disrupted by mobile interference. In this case, it is essential employees are absolutely clear on your policy.
Changing policies – If you are implementing a mobile phone policy for the first time or changing an existing policy due to abuse by staff, it’s important that line managers communicate the new policy clearly and consistently to all employees.
- Joanne Stronach is a partner in Burnetts’ employment law department. For further information on developing and implementing mobile phone policies contact Joanne on
