 IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA |
BlackBerry is deadBig corporations are using iOS. United Airlines is issuing all of the flight attendants iPhone 6 pluses in another corporate move into the iPhone world. |
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Some, but I see many are going with BYOD.
Apple has not dominated the corporate scene that much.
Costs are a lot nicer with BYOD and with apps allowing the secure of corporate content (keeping emails around/controlled), BYOD is being embraced. |
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 kamm
join:2001-02-14
Brooklyn, NY |
to IowaCowboy
UA is pretty far from a big corporation. SOme big multinationals use iOS, a lot of them do not. Stop making stupid sweeping aassumptions and present them as statements.
Anyone with security as priority would never touch iOS with a 10-ft pole. |
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 norm
join:2012-10-18
Pittsburgh, PA |
to keyboard5684
The company I work for - near the top of the latest Fortune 500 rankings - is moving away from BB and towards BYOD with support for both iOS and Android. |
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| norm |
to kamm
said by kamm:UA is pretty far from a big corporation. SOme big multinationals use iOS, a lot of them do not. Stop making stupid sweeping aassumptions and present them as statements.
Anyone with security as priority would never touch iOS with a 10-ft pole. What's a big company then? I would have guessed that a company with billions of dollars in revenue and nearly 100k employees across the globe would constitute large but I guess that's just a small mom & pop in your world of giants. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA  ·Comcast XFINITY
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to norm
If I ever work for a company that does BYOD, I'll add it as a device to my VZW MoreEverything plan and the device is POWERED DOWN when I clock out. I do not believe in taking work home with me. I believe work should stay at work and home is for family. If my employer wants me to answer client calls or e-mails, then give me time and a half as that would have me still on the clock. |
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Riiiight
Anon
2014-Dec-18 10:02 pm
Good luck with that. |
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 SysOp
join:2001-04-18
Atlanta, GA |
to IowaCowboy
Actually against the law to work off the clock because taxes are not being collected. True Story |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
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said by SysOp:Actually against the law to work off the clock because taxes are not being collected. True Story And the Fair Labor Standards Act. I'm wondering if the FLSA requires employers to reimburse you for use of your cell phone in BYOD situations. I know employers are required to reimburse you for mileage if you use your own car. |
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If it's your personal device, why would you be required to answer it after hours? I don't know of anything requiring you to give an employer your personal cellphone number to call after work. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
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We're talking about BYOD employers where you need a cell phone to carry out job functions and the employer is unwilling to provide a cell phone.
I'd be glad to BYOD but I'd demand the employer reimburse me the $40 device access fee to add the device to my Verizon MoreEverything plan or they'd be in court under the fair labor standards act. I just wouldn't make them reimburse me the edge payments on the device so I could keep it. Kind of like getting reimbursed mileage on a personal car. |
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to keyboard5684
said by keyboard5684:Some, but I see many are going with BYOD.
Apple has not dominated the corporate scene that much.
Costs are a lot nicer with BYOD and with apps allowing the secure of corporate content (keeping emails around/controlled), BYOD is being embraced. Blackberry's BES supports iOS, Android (Lollipop), and Blackberry 10 now. So, even in a BYOD situation you would still be covered. This is the way they are trying to stay relevant. |
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to keyboard5684
said by keyboard5684:Some, but I see many are going with BYOD.
Apple has not dominated the corporate scene that much.
Costs are a lot nicer with BYOD and with apps allowing the secure of corporate content (keeping emails around/controlled), BYOD is being embraced. » venturebeat.com/2014/11/ ··· -6-plus/69% iOS is pretty significant. And I'll never understand the reluctance for Macs. Seriously better platform in almost every metric. |
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| itguy05 |
to IowaCowboy
said by IowaCowboy:We're talking about BYOD employers where you need a cell phone to carry out job functions and the employer is unwilling to provide a cell phone.
I'd be glad to BYOD but I'd demand the employer reimburse me the $40 device access fee to add the device to my Verizon MoreEverything plan or they'd be in court under the fair labor standards act. I just wouldn't make them reimburse me the edge payments on the device so I could keep it. Kind of like getting reimbursed mileage on a personal car. LOL. Good luck with that. It's a condition of employment. Don't like it, work somewhere else. Once you're on a salary, it's all work time. |
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to IowaCowboy
In my experience, BYOD is an employee choice and the employer is embracing that choice.
Where I am employed now, I had the option of using my own device and I chose not to. The employer then provided me with an iPhone.
Some of these posts make it seem like we are a slave to our employer yet I do not feel that is the case. I do not see employers being cheap telling us to work horrible hours, answer emails immediately and always answer the phone.
In your example, had you chosen to accept my job and do what I am paid to do, they would have said "ok, here is an iPhone for when you are on call". They are not breaking laws or even requiring something I was not aware of when I accepted the position. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
1 edit |
to itguy05
There are still laws limiting the work week to 40 hours. I'm surprised there hasn't been FLSA litigation over employees being tied to their work phones after working hours.
When my grandma was in the hospital they couldn't discharge her without the report from the physical therapist and that hadn't been completed. Unfortunately the PT had gone home for the day and they just couldn't call her at home, they had to follow a certain procedure and had to go to the supervisor who had then follow a certain protocol to call her at home.
I'm sure the PT got compensated for being interrupted at home even though it was her fault that the report wasn't completed. |
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What laws? Please provide a link to such a law.
Here, if I want to work 168 hours in 1 week, I can do so.
If my employer says "You work 90 hours per week and I pay you x amount", that is the deal.
If I chose not to do so, then I can quit. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA |
You haven't heard of fair labor standards act. They cannot just declare any employee salaried, and any work over 40 hours in a 7 day period is entitled to time and a half aka overtime. |
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| IowaCowboy |
to keyboard5684
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to IowaCowboy
said by IowaCowboy:You haven't heard of fair labor standards act. They cannot just declare any employee salaried, and any work over 40 hours in a 7 day period is entitled to time and a half aka overtime. I suggest you read up... » www.dol.gov/whd/overtime ··· tive.htmSo basically they can write your job description in such a way that you are doing "administrative duties" and bam, you're salaried. And Bam, that doesn't apply. |
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to IowaCowboy
I believe the word you are looking for is "exempt". » www.dol.gov/elaws/esa/fl ··· en75.asp |
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to IowaCowboy
That's probably more of a union thing than a government thing.
Maybe I've worked in IT too long but I work some long, odd hours. And there's no OT. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
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to itguy05
Again I'd be in court questioning what administrative duties or authority do I have. If the boss is making those decisions and I'm not making administrative decisions, employer slapped with lawsuit and back pay.
Failure to pay overtime and misclassification of workers (either as independent contractors or salaried when entitled to hourly) has landed employers in court many times. And they've been slapped with hefty fines by the DOL and favorable judgements to plaintiffs (workers) and their attorneys.
Another boiling pot is worker's compensation is an employee is treated like an employee and is injured or killed on the job and is suddenly labeled an independent contractor when it comes time to pay worker's compensation as independent contractors are on their own if they're injured or killed. |
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While there is no doubt employers break the law, the majority do not.
It is more likely that an employer ends up in civil court, usually due to agressive ambulance chacers and workers comp.
When you sign on to be a salaried employee, you sign an acceptance letter that usually lays everything out.
From the typical hours per week, pay amounts and all the juicy details. If the employer wants you to do something you did not sign up for, then there are a bunch of ways to go.
It also goes both ways; if you are not doing something you signed on for, you can be fired.
Per topic: if the employer says you are expected to be on call and they will provide a phone for that, then it is done.
If you start and they say "Oh by the way, give us your cell phone and be ready to answer 24/7", then you probably have a crappy employer and need to move on.
If you are so inclined to sue, knock yourself out.
You can sue for anything, and I mean anything, anytime in America. |
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to keyboard5684
Correct! Salary-exempt (exempt from overtime) |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
1 edit |
to keyboard5684
Again an employer cannot have you agree to terms of employment that are illegal. If your employment agreement says you'll be doing administrative duties but you find after six months of working there you're the one having orders shoved down your throat you can file a misclassification lawsuit against the employer for classifying you as salaried (FLSA-exempt) when you're entitled to hourly.
Not that we use phone books anymore but around here the old phone books had lawyers advertising there services for employment law left and right as part of their practice in the yellow pages. Ever heard of wage theft. Many employers now are making the news around here for litigation for wage theft. One high profile one was Amazon and the security screenings that Amazon won but not every employer is lucky in court.
Massachusetts is an employees rights state, not only do federal employment laws apply but state labor laws do too. And many employers have their hands tied by collective bargaining agreements as we are a union shop state.
Edit: It's very easy to win a wrongful termination suit around here, despite our at will laws. Just claim the employer discriminated against you for some reason, you win your job back, back pay, punitive damages, and attorney's fees. |
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to itguy05
IT is the worst job. Everyone seems to hate you, crappy hours and low pay for the stress you deal with |
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to IowaCowboy
Taking legal action against your employer doesn't end well for you in the long run. More so in an economy where someone else is waiting in the shadows to gladly take your job off your hands. You can sue and get some small victory but they'll know how to make your future employment there legally suck a lot. There's unwritten give and take between employee and employer. If it isn't working out for you and your superiors won't budge then best to just give notice move along on good terms. |
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IowaCowboyLost in the Supermarket
Premium Member
join:2010-10-16
Springfield, MA ·Comcast XFINITY
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Yeah and then a bunch of employees sue the employer class action.
I swear there are lawyers around here that dedicate their law practices to employment law, and they don't represent employers. I myself am not a fan of unions but unions have a chokehold on employers around here. That's why there is a lot of employment law litigation around here. Walmart is an example of an employer that has been sued many times for labor law violations. And they've been fined many times. As an employee you're entitled to breaks, days off, and vacation time. And Massachusetts voters just passed a voter initiated law where you get paid sick time. I myself voted against it as it will just drive jobs out of this freaking state.
If I were an employer, I would not make my workers work outside of working hours, work through breaks, or miss meal breaks. It's cheaper to lose productivity than to lose a lawsuit. And defending a lawsuit isn't cheap even if you win. A lawsuit can kill a small business with just one day in court. |
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| IowaCowboy |
A lot of you posting on here in favor of employers must be from the south and I hear you. I know the regulatory environment is shifted in favor of employers in the south but here in the Northeast the regulatory environment is shifted in favor of the employees. Around here you always here in the news about an employees of a company winning a wrongful termination suit and back pay plus a payday for their lawyers, you here about companies getting fined for labor law violations, you here about towns proposing ordinances mandating fast food workers getting $15/hour minimum wage (this was proposed in Amherst, MA), you here about Fast Food workers walking off the job over low pay (they don't even deserve $5 an hour when they screw up your order), you here about workers with expired contracts going work to rule, and the list goes on.
I wouldn't want to own or run a business here. |
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