Considerations for Use of Mobile

Considerations for Use of Mobile Devices in the Workplace: eDiscovery Trends

How mobile devices are used in the workplace significantly impacts eDiscovery and compliance for organizations. In their latest post, Cimplifi discusses considerations for use of mobile devices in the workplace!

Their post (Getting the Message: Considerations for Use of Mobile Devices in the Workplace, available here) dispels the myth that there are only two choices when it comes to policies for the use of mobile devices in the workplace – company issued or personally owned. There are actually four choices along the spectrum of employee freedom and flexibility vs. organizational control. They are (from most flexible to most controlled):

  • Bring Your Own Device (BYOD): Employees have freedom over device choice.
  • Choose Your Own Device (CYOD): Employees can choose among employer approved devices and IT can enforce certain security policies on the device.
  • Company Owned, Personally Enabled (COPE): The employer provides the device and enforces security on the device, but the employee can use it for personal use as well.
  • Company Owned, Business Only (COBO): The employer provides the device, and their policy only permits its use for business purposes.

Obviously, the policy most popular with employees is BYOD, which gives employees the most freedom and flexibility and 83% of companies have a BYOD policy of some kind. But what are some of the principles to consider for BYOD policies? And what are five best practices for BYOD management?


Find out that and more here! It’s just one more click! And please share any comments you might have or if you’d like to know more about a particular topic.

Disclosure: Cimplifi is an Educational Partner and sponsor of eDiscovery Today

Disclaimer: The views represented herein are exclusively the views of the authors and speakers themselves, and do not necessarily represent the views held by my employer, my partners or my clients. eDiscovery Today is made available solely for educational purposes to provide general information about general eDiscovery principles and not to provide specific legal advice applicable to any particular circumstance. eDiscovery Today should not be used as a substitute for competent legal advice from a lawyer you have retained and who has agreed to represent you.

One comment

  1. Glad to see the emphasis on MDM in the article, something I’ve promoted for some time; that seems to be side-stepped in so many other articles of this nature that I’ve seen. A sophisticated MDM process provides the employee “freedom” (that may sometimes be over-hyped…I say that as an in-house employee and an eDiscovery proponent and an IG manager) and goes a long way to providing the security IT needs to have, and access that eDiscovery needs to have.

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