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Not only HR, but some states have laws on the books that if an employee is "forced" to use their personal device that you (the business) have to pay for a reasonable percentage of the device and monthly service.re: California Labor Code §2802, some other states have similar too.Savings on not having to buy desktop phones vs. using app based phones might not math out if you consider that.Be careful too if the system does not integrate with your clock in/out system, as answering the phone "afterhours" in some states is considered "on the clock" == overtime, etc.Point is >> check your state labor laws, have a lawyer draft a good BYOD resolution/agreement for your employees.
Not only HR, but some states have laws on the books that if an employee is "forced" to use their personal device that you (the business) have to pay for a reasonable percentage of the device and monthly service.
re: California Labor Code §2802, some other states have similar too.
Savings on not having to buy desktop phones vs. using app based phones might not math out if you consider that.
Be careful too if the system does not integrate with your clock in/out system, as answering the phone "afterhours" in some states is considered "on the clock" == overtime, etc.
Point is >> check your state labor laws, have a lawyer draft a good BYOD resolution/agreement for your employees.
