• CCS

Staff Handbook - Bring Your Own Device (BYOD) Policy

Updated: Jun 28


This Bring Your Own Devices (BYOD) Policy outlines the parameters under which the Company allows employees to bring their own electronic equipment to work.


Employees are increasingly relying on their own electronic devices in order to gain access to and store information pertaining to their employer as well as their own personal information. This practice is referred to as "bring your own device," or BYOD for short.


When employees use their own personal smartphones, computers, and tablets to process work-related information, businesses should ensure that they have a robust Bring Your Own Device (BYOD) policy in place to protect themselves from the hazards that are associated with this practice.


Companies are required to demonstrate, in accordance with the data protection legislation of Malaysia, that they have taken appropriate precautions to protect against unauthorised or unlawful access in the event that the device, for instance, is lost or stolen.


The employees are made aware of the problems that arise when they use their own electronic devices for work, and the policy outlines the primary procedures that need to be taken in order to reduce the potential dangers to the employers.



根据研究显示,有超过 76% 员工会携带自己的行动装置上班,并处理与进行工作上的任务,也就是 Bring Your Own Device (BYOD)


BYOD 确实能提升工作效率,同时与时并进,也顺从移动办公趋势,满足现代行动化商务需求。


不过,事实上却有近 30% 的 IT 部门不愿意接受 BYOD,原因非常简单,BYOD 需要严密的资安政策控管,否则将可能形成企业的资安漏洞,为一不容忽视的隐忧。


对于想开放 BOYD 政策的企业来说,又该如何控管呢?


  • 👉 其实很简单;

  • 👉 更高度安全的密码政策,与权限管理机制










Disclaimer

The following templates are offered solely for educational and informational reasons:


✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.


✅ Before disseminating the policy to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).


✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the terms of the policy in light of any potential legal ramifications.


免责声明

以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工传播政策之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析政策的条款。


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