This policy establishes Zuar guidelines for employee use of personally owned electronic devices for work-related purposes.


Employees of Zuar may have the opportunity to use their personal electronic devices for work purposes. Personal electronic devices include personally owned cellphones, smartphones, tablets, laptops and computers.

The use of personal devices is limited to certain employees and may be limited based on compatibility of technology.


Device protocols

To ensure the security of Zuar information, authorized employees are required to have anti-virus installed on their personal mobile devices.

Employees may not use cloud-based apps or backup that allows company-related data to be transferred to unsecure parties. Employees may not use unsecure Internet sites.

Restrictions on authorized use

Employees whose personal devices have camera, video or recording capability are restricted from using those functions anywhere in the building or on company property at any time unless authorized in advance by management.

While at work, employees are expected to exercise the same discretion in using their personal devices as is expected for the use of company devices. Zuar policies pertaining to harassment, discrimination, retaliation, trade secrets, confidential information and ethics apply to employee use of personal devices for work-related activities.

Employees may not use their personal devices for work purposes during periods of unpaid leave without authorization from management. Zuar reserves the right to deactivate the company’s application and access on the employee’s personal device during periods of unpaid leave.

An employee may not store information from or related to former employment on the company’s application.

Family and friends should not use personal devices that are used for company purposes.

Privacy/company access

No employee using his or her personal device should expect any privacy except that which is governed by law. Zuar has the right, at any time, to monitor and preserve any communications that use the Zuar’s networks in any way, including data, voice mail, telephone logs, Internet use and network traffic, to determine proper use.


Employees are expected to follow applicable local, state and federal laws and regulations regarding the use of electronic devices at all times.

Employees whose job responsibilities include regular or occasional driving are expected to refrain from using their personal devices while driving. Regardless of the circumstances, including slow or stopped traffic, employees are required to pull off to the side of the road and safely stop the vehicle before placing or accepting a call or texting. Special care should be taken in situations involving traffic, inclement weather or unfamiliar areas.

Employees who are charged with traffic violations resulting from the use of their personal devices while driving will be solely responsible for all liabilities that result from such actions.

Employees who work in hazardous areas must refrain from using personal devices while at work in those areas, as such use can potentially be a major safety hazard.

Lost, stolen, hacked or damaged equipment

Employees are expected to protect personal devices used for work-related purposes from loss, damage or theft.

Employees must immediately notify management in the event their personal device is lost, stolen or damaged.

Employees may receive disciplinary action up to and including termination of employment for damage to personal devices caused willfully by the employee.

Termination of employment

Upon resignation or termination of employment, or at any time on request, the employee may be asked to produce the personal device for inspection. All company data on personal devices will be removed by IT upon termination of employment.

Violations of policy

Employees who have not received authorization in writing from Zuar management and who have not provided written consent will not be permitted to use personal devices for work purposes. Failure to follow Zuar policies and procedures may result in disciplinary action, up to and including termination of employment.