What work problems could arise if undated employees do not use these devices after hours? How does your company monitor or attempt to control employees who access business information after hours? Any company that removes an employee`s device may also violate the Computer Fraud and Abuse Act. It is the [A]ct that makes it illegal for me to access another person`s computer without permission, and has been used against employees who leave and carry electronic documents. I wouldn`t be surprised if this law applied to the IT department.v How should companies treat employees who require their iPads and other personal devices (iPhones, Blackberry, etc.) to be configured to be used with company systems? (The concern is that they have confidential and proprietary information on their personal devices.) What if they financed part of the purchase? How should the company manage dismissal, termination or hiring in another way? This mass wisdom (members` discussion) deals with the use of iPads, smartphones, etc. by company employees and the impact of this use on privacy issues, potential disputes and labour laws involving undated workers. This resource has been compiled from questions and answers published in the Employment Forum – Labor Law ACC Network. – How does your company address the security and data protection issues associated with employee use of iPads (i.e., you need exceptions to allow the company to search the device if necessary)? Can iPads be considered business resources/systems when costs are shared between the company and the employee? Also, iPad/smartphone content is verifiable, and if so, how would this be done? Is this content present and disputed, and how would this process work if the employee owns the device in full or in full? Is there a directive from a CCA member regarding the allocation of an employee to access computer/data systems for companies using their own electronic devices? Suppose IT and legal services establish a policy and process that allows them to “sweep” an employee`s iPhone and iPad (paid for by businesses and businesses) within 24 hours of the separation of employment – is there any reason not to implement it? More seriously, this seems to be a universal policy, unless every employee has a high degree of state security clearance.