Personal Telephone Calls and Cell Phone Use

While Mains’l permits employees to bring personal cell phones and other mobile devices (i.e. smart phones, PDAs, tablets, laptops) into the workplace, time should be used for the benefit of the people who use our services and not for personal business.

Personal phone calls during working hours distract employees from their job responsibilities and may be disruptive to those around the employee. Thus, you should primarily use such personal devices during nonworking time, such as breaks and meal periods. During this time, use devices in a manner that is courteous to those around you. Outside of nonworking time, use of such devices should be minimal and limited to emergency use only.

Furthermore, employees don’t use the phones of the people that we are providing services to for any personal phone calls that are not an emergency.

If you have a device that has a camera and/or audio/video recording capability, you are restricted from using those functions on company or the people we are providing services to property unless authorized in advance by management or when they are used in a manner consistent with your right to engage in concerted activity under section 7 of the National Labor Relations Act (NLRA). You are expected to comply with Mains’l policies regarding the protection of confidential and proprietary information when using personal devices.

You may have the opportunity to use your personal devices for work purposes. Before using a personal device for work-related purposes, you must obtain written authorization from the Manager. The use of personal devices is limited to certain employees who hold positions that include need for a cell phone.

If you are authorized to use a personal device, you will receive a monthly stipend based on the estimated use of the device for business-related costs. If you obtain or currently have a plan that exceeds the monthly stipend, Mains’l will not be liable for the cost difference. The stipend will be considered a non-taxable fringe benefit to the employee.

Nothing in this policy is intended to prevent the employee from engaging in protected concerted activity under the NLRA.