California Labor &
Employment Law Blog

Aug. 15 2012

Bring Your Own Device (BYOD) to Work: What Employers Need to Know

Topics: CDF News & Events

Mobile devices are ubiquitous – but maintaining state of the art technology can be expensive.  Because employers want to reduce costs, and employees want to use their own and often more current Smartphone or other devices, many companies are opting for a Bring Your Own Device (BYOD) policy in lieu of company-issued Smartphones, tablets, and/or laptops.  BYOD, however, can bring with it significant and unique risks of liability, security, and unforeseen costs down the road. Blurring the lines between work time and personal time can also create significant wage and hour problems.  Whether your company is evaluating a potential BYOD policy or you already have one in place, this free seminar is a great opportunity to evaluate many of the issues California employers need to consider.  Please join us for a complimentary webinar on August 21, 2012 from 10:00-11:00 a.m. (PDT) during which CDF Partner, Todd Wulffson, will discuss:

  • Overview of some of the hidden costs in a BYOD policy
  • Liability risks for employers – social media, wage and hour, and employee privacy
  • Data breach and other security risks
  • Necessary policy provisions
  • Best practices for implementing, training, and enforcing the policy

MCLE and HRCI credit is available.  For more information and to register, click here.

About CDF

For 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent represents employers, including major food and retail companies, in all types of employment litigation: wrongful termination, retaliation, breach of contract, wage and hour (California Labor Code) and unfair competition. She also regularly counsels and advises California employers on issues of compliance with California and federal employment laws.
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