Tablets Require BYOD Policies Too

By Gil Cattelain, Director of Marketing, Matrix42 — January 09, 2013

With the large volume of tablet sales this past holiday season, companies need to incorporate rules for tablet use in their BYOD policies to be prepared for the influx of new devices being brought to work.

A clearly written and concise policy is the first step in allowing the use of personal devices than can improve productivity and sets the expectations regarding how company assets are accessed and used on these devices.
 
Here are five key elements of an effective BYOD policy to create a reasonable balance where employees can connect within corporate guidelines.
 
Approved devices and support: Be as inclusive as possible knowing that not all devices may be able to meet your security requirements. Identify which devices and OSes may be used and how many per user, and detail what type of issues will be supported by the company’s IT department. Everyone might be allowed a smartphone, but will the company support a tablet per employee?
 
Acceptable use: Clearly identify how devices may and may not be used on company time when connecting to company resources. Don’t forget to cover apps and websites and functions that may have limitations, such as not allowing the tablet video camera to be used on company property.
 
Password security/wiping: List the requirements for having password protection on the device and the amount of idle time that will require a password to be entered before use. Clearly outline the rights of the company to lock, wipe or locate a device if it becomes lost or stolen or upon termination of employment.
 
Reimbursement policies: It is easy for data and roaming charges to quickly accumulate on mobile devices, and tablets in particular are often used for streaming movies. Employees need to understand the level of reimbursement they can expect for call, text and data usage.
 
Enforcement and liability: A policy does not do much good if it is not enforced. Identify for employees the penalties for not following policy and where the liability lies for things like loss of company or personal data. Include a signature section for the employee to acknowledge the policy.

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