An issue that has arisen on the IPMA Board is that of personal use of the Internet by employees during the work day (for example, checking personal email, making flight arrangements, checking weather or news). Personally, I do not understand or see the difference between receiving emails on your computer or receiving a personal phone call oh your telephone. And what about if you receive emails or textmessages on your telephone?
Anyway, what do you think?
Should Employers have a zero tolerance policy toward the personal use of computers at work?
Should this extend to the telephone? To ipods?
If not zero tolerance, then what?
Would you go to work for an employer that did not allow you to use the Internet for personal use?
{ 1 comment… read it below or add one }
With the caveat that certain employers may have business justification for deciding otherwise, I think these types of blanket policies are pointless as well as unwise. With technology changing as fast as it does, employers would be constantly needing to update their “no personal technology” rule to encompass the latest tool (”no heads-up-displays!”). In addition, much of the modern workforce expects access to a certain amount of this technology. An easy way to increase recruitment and retention is to make it clear that a certain amount of usage is acceptable as long as it does not interfere with job performance or cause security or other network problems. The dissatisfaction caused by denying access will generally be greater than any associated cost. Oh, and last point: people will always find a way around your policy.