Employees often take work-related data with them when they resign or are terminated from employment. In many cases, it is an inadvertent act that has happened over time by using their own device or email account to work after hours.
Emily Chung, technology writer from CBC News interviewed me and wrote the following piece, exploring the issue:
As I set out in my last blog post, "Who is Demanding BYOD?", the demand for bringing your own device to work may come from all corners and levels of the company. In this post, I set out the benefits of BYOD.
Benefits:
1. EMPLOYEE REQUESTS: The most obvious benefit to embracing BYOD
As employees increasingly demand to use their preferred electronic device in the workplace, employers are working through whether the “Bring Your Own Device” (BYOD) concept is a good idea, or an employee perk to ban for security and cost reasons. In my next few blog posts, I plan to explore the issue and
My nominations for the 2012 Clawbies (Canadian law blog awards) are:
1. Donna Seale‘s Human Rights in the Workplace – again. She continues to be one of the individual voices out there that churns out great content, is not backed up by a big marketing department, and is a go-to resource blog for me.
Paramedics and other emergency workers face unique communication issues when on duty. Speed, constant availability and focus are paramount. So how does one check their smart phone email, update their Facebook status or tweet out an update? Turns out they don’t. At least not in some of the organizations that are starting to ban
Employees have a reasonable expectation of privacy in the personal information on their workplace computers, even if that expectation can be significantly diminished with effective workplace policies and practices. However, whether such reasonable expectations extend to workplace computer evidence admitted in a criminal proceeding was addressed in last Friday’s highly anticipated Supreme Court of Canada
The Ontario Human Rights Code and the Accessibility for Ontarians with a Disability set out the rights and obligations regarding employees, but what about volunteers? A reader of this blog (thanks Angie!) has asked about the application of these laws when recruiting volunteers. Human rights codes across Canada work largely the same on this issue,
I doubt there is anything more dry than reading a blog post about mandatory workplace government posters, but it’s a mandatory requirement that comes with fines and cranky inspectors if you don’t comply with the requirements. And I will try to make this a short post to minimize the pain.
New OHSA Requirement
As of
Working from home, telecommuting, flexible hours, – whatever you call it, it is part of the Gen Y paradigm of focusing on work product rather than work process. In an information economy where so many workers are producing electronic written and graphic content rather than a physical product, many employees are pushing to work where
I have questioned the teeth of the Accessibility of Ontarians with a Disability Act (“AODA”) in my past blog post, Where’s the Teeth?.
While the fines for non-compliance are huge (up to $100,000 per day – see section 83 of AODA Reg 191/11), the regime relies on the Ministry of Community and Social