Any aspects of wearable technology that are significant should already be covered either by the BYOM (Bring Your Own Mind) rules or the attire rules. If you don’t want people connecting their phone to the network, then please state it very clearly. Either someone can be proactive and draft a policy based on bleeding edge technology OR you can wait for the first complaint to hit HR. Like most regulations, they tend to come out of pain and necessity.
Some companies prohibit the camera phones. BYOD (Bring Your Own Device) however is excellent in terms of boosting productivity and eliminating it from the equation. But consider the security aspect of it. It is easy to record key information, password, and documents without others knowing. There should be policies about technology in the workplace way sooner than later. People prefer to ban the technologies that could record audio or video in the workplace unless it was for a meeting or seminar or training purpose.
In few offices there are posted signs that forbid bringing cell phones. There are separate signs banning cameras in the buildings. How many people complies with these policies? Do we really need more policies or do we need more understanding of human needs and flexibility of using the technology like checking the emails during breaks only. It’s very dangerous when a company allows inappropriate policies to hang around being ignored. Those signs should come down and be replaced with signs reminding the staff of the actual policies – whatever they are. And those policies should be enforced. If people become accustomed to ignoring the official rules, sooner or later there will be a critical rule violated because of ignorance or misunderstanding.
Wearable technology usage, either company owned (corporate asset) or end-user owned requires proper analysis within the company by a multidisciplinary team. This team must get a deep understanding on this technology and its characteristics to openly discuss: risks, benefits, impact on employee performance (either good or bad), privacy, security, etc. After this understanding and discussion takes place, draft policies can be created. We know that these policies will evolve over time as wearable technology evolves as well, and this is why a permanent committee that frequently reviews these policies is required. If rules to be followed, they should be simple, clear and accepted by the members of the teams. Otherwise such policies become undue burden and the instrument of harassment, which reduce productivity. And no policy will stop someone who has criminal intentions. Policies will not necessarily stop criminals or modify behavior at a 100%, as these are not meant to be preventive controls. The stage needs to be set and things be clear for the employees, and more policies do not necessarily mean that employees are treated without respect. It is recommended to have a discussion at all levels within the company to make sure that informed decisions are taken, to both set the proper rules and also to ensure a well-balanced creative environment. Also, it is important that the policies does not violate the employees’ medical and privacy rights.
Instead of designing new policies, a little tweaking of existing Info-Security and HR policies would help limit the minuses. Majority of organizations in Manufacturing, BPO, R&D, sectors already employ practices like restricting mobile cameras, USB drives, etc. on floor.
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