What kinds of workers should be allowed to use their smartphones and tablets on the job, in a growing trend called "Bring Your Own Device," or BYOD? Opposing sides are forming about two distinct groups: hourly workers and salespeople.
For hourly workers, BYOD promises great productivity gains and significant cost savings, particularly for entry level employees who don't qualify for corporate-issued devices.
Suddenly, hourly workers can tap into the power of mobile technology-in the form of personal smartphones, tablets and laptops-to do their jobs, a freedom they never had before. This also comes at a huge discount for companies, because they don't have to pay for the devices themselves.
The problem is that BYOD blurs the line between work life and personal life. Hourly workers might be receiving emails, text messages and other work-related requests during after-hours and on weekends. While salaried workers don't punch a clock, hourly workers do.
So what happens when hourly workers are asked to work after they punch out but not get paid for it?
Expect a slew of employee lawsuits, the crux of the anti-BYOD-for-hourly-workers crowd. A lawsuit currently winding its way in a federal court in Chicago claims that the city owes some 200 police officers millions of dollars in overtime back pay. Officers allege they were pressured into answering work-related calls and emails over department-issued BlackBerrys during off hours. This problem only gets worse in a BYOD scenario.
Mobi Wireless Management, a software and services provider helping companies navigate mobile adoption, is seeing this play out among its healthcare customers. One hospital is allowing hourly workers to use BYOD phones, and then bracing for the impact. The hospital hoping mobile device management (MDM) software vendors will help them solve future conflicts.
With big rewards come high risks, and healthcare companies seem more willing to roll the dice than others. Mobi's non-healthcare customers aren't tackling hourly BYOD workers yet. So if you're thinking about bringing hourly workers into the BYOD fold, then you're very early to the game.
"It's a bit of growing pains," says Nanci Churchill, vice president of operations at Mobi. "Depending on the outcomes of these lawsuits, I think we'll see MDMs step up and try to increase some of their security capabilities and controls."
Indeed, MDMs may be able to solve the problem.
AirWatch, for instance, already lets companies set rules so that corporate email won't be sent out to certain BYOD smartphones during off-hours. As BYOD among hourly workers increases, MDM vendors will need to tweak location-based services and time-stamping functions to "cover the gap," Churchill says.
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