“Technology creep” is all around us these days: a pause in a conversation, and someone is checking their phone. It’s happening in business, too: employees check their phones and even write text messages during meetings, sometimes to other people at the table! Technology has come so far as to remotely access employer resources, that maintaining a separate work-only device has gone the way of the dodo. Employees want to manage their lives from one device—the one they bought themselves. And while this can be great for lowering costs and raising morale, it can also introduce a multitude of concerns when an employee uses their personal device for company business.

How to address concerns of both the employer and the employees? Implement a Bring Your Own Device Policy using these points:

• What departments are involved in setting policy? Human Resources should work with IT, Risk Management, and Legal to create a comprehensive policy that addresses each department’s concerns and expertise.
• What devices are allowed and supported? It’s not as easy as “the Blackberry is for work” anymore; there are iPhones and iPads, Galaxy and Xperia and Nexus and Surface and everything in between! Determine which devices your BYOD policy will allow and support.
• What level of support is offered? Your IT Department is busy enough—you don’t want to bog them down with device requests like a malfunctioning Snapchat or a shattered screen. Clearly establish what you will support: network setup and connection; work-related email, calendar, address book, and call-forwarding; troubleshooting conflicts with personal apps and information….
• Which classes of employees are eligible? Directors and above? Employees who spend a lot of time traveling or away from their work stations? Are any of these employees nonexempt? If so, you’ll want to establish a clear policy about which hours the employees may use their devices for business.
• What security measures are required? Lock screens with strong passwords, automatic locking after inactivity, requiring a device be locked when not immediately in use—all of these are good security measures to put in place. On top of those, consider policies for regular backups and lost or stolen devices.
• What other policies must be revised to accommodate your BYOD policy? Records retention, expense reimbursement, harassment, internet use, employer monitoring, and other policies will need to be reviewed and revised to accommodate employee-owned devices and the data stored on them.
• What happens when an employee separates from the company? Will the employee be required to surrender the device for inspection and removal of any employer records and connections? Will just email and synchronization be disabled? Or will the device undergo a complete wipe? This can get messy when personal data and apps are mingled with work ones, so make sure to decide this policy early and communicate it as part of your use agreement.

A separate work-only device may be a thing of the past, but by using these tips to deploy an effective policy, BYOD concerns may soon be a thing of the past, too!