Therefore We Can Say That the Target

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Therefore We Can Say That the Target

Companies can create internal rules that prohibit cell phone use or make it clear what limitations on using these tools within the workplace. And yes, disregarding these rules can lead to dismissal for just cause. using-smartphone-at-work Foto: Shutterstock In an article on the subject , there is an interview with lawyer Kelma Carrenho, who works in the civil and labor area and says: “If there is a ban on cell phone use in the workplace and all employees are aware of this ban and even so the employee insists on using the device in a working environment and hours.

Audience of Any Business

The employer can warn the employee. And if this employee insists on using the cell phone, the employer may apply the suspension penalty. If it has no effect and the employee insists on the conduct, the employer may dismiss this employee for just cause for an act of indiscipline Payroll Directors Email Lists and insubordination.” Kelma Carrenho, lawyer Of course, all this needs to be very clear to the employee, both at the time of hiring and in notices within the company. In the end, we can say that the limit of access and freedom in relation to the internet (and we can put smartphones here too) depend a lot on each job.

Payroll Directors Email Lists

Has to at Least Think About

Physical work outside the office is very different from work in an office. The exposure of each to the internet has different levels. Even those who work inside offices have different levels of exposure to the internet. The tip I can leave you, thinking broadly about all the jobs that exist, is not to lock your workers in cages as if they were animals, but we must also take care not to give too much freedom to those who do not know their limits. How is it in your company? Leave your opinion! If you have access to the internet, you automatically get the task of creating and memorizing dozens or even hundreds of passwords.