To restrict personal calls using cell phones. Whether use of mobile jammers in office is recommended selectively?
Whether any of you have used this option to restrict personal calls during office hours? What were the benefits and disadvantages of using this mechanism?

From India, Mumbai
Dear Sandsky

Whose idea is it to use mobile-jammers in office ???

Have you found out the legality of it ??

What happens if an employee is shut out in lift or office by mistake at the end of office hours ??

What happens in case of an emergency like fire or personal attack or accident ??

What happens if a women employee needs help ?? On this matter, have you constituted the Internal Complaints Committee under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013; and also displayed the penal consequences of sexual harassments; and the order constituting, the Internal Committee ??

According to the above Act; an employer is required to PROVIDE A SAFE WORKING ENVIRONMENT AT THE WORKPLACE. Putting a mobile-jammer in office will prevent a woman in getting help at the time of distress. They can not call the POLICE or others for help.

Will it make the workplace SAFE; or UNSAFE for women ???

The answers to these question lies entirely with you.

Warm regards.

From India, Delhi
Dear Sandsky,
In addition to what Raj Kumar have mentioned, please consider this,
Is it legal to install a mobile jammer

From India, Mumbai
Dear, Instate of putting mobile jammar, best option is self discipline and work for that
From India, Ahmadabad
Technically, you cannot use a mobile jammer for select calls alone.

It is not a good idea to fix mobile jammer in an office environment, the disadvantages of which has been elaborated by Rajkumar.

As Kambar has said, bringing in self discipline is the key.

Mine is a very small consultancy firm and have 3 employees. I don't restrict my employees from having personal conversation with their friends or family members, as long as their productivity is not affected. Staff members who have elders and children at home, tend to make calls and talk to them. I don't see any wrong in that. Even 5 or 10 minutes talk to a old friend, does no harm. Even in the midst of important discussion, I never stop my staff from taking call from their home or anywhere. We never know, what is the urgency of the call is.

Having said that, Don't we (that includes me too) expect our employees to pick official calls, when they are at home? When we expect them to handle official calls at home, we need to reciprocate by allowing them to take few personal calls at work. But a sense of self discipline should be brought out, as another member pointed out

From India, Madras
If you running a high security nuclear facility or an Indian Prison I agree you should move forward. Else if you running a BPO or an IT firm then I would call it a absolutely funny idea. I am sure that outcome will show in attrition and soon you'll be left with only the jammers and no signals to jam.
From India, Hubli
Greetings Sandsky,

Instead of considering installation of mobile jammers, though I am not sure if jammers can be used selectively to restrict outbound calls technically, I would recommend that you prevent entry of mobile phones inside the office premises and restrict the entry at the security gates, which many companies do now.

The logic for banning mobile phones inside workspot that it could distract people working in the shopfloor and it could also pose a safety hazard to the employees. In some instances you will find ringing of mobile phones while there is a meeting going and this disrupts the continuity of the meeting and all those present in the meeting loose precious time while they wait for their colleague to finish his conversation.

A question may arise then how does the employee communicate to his residence in case of an emergency and vice versa. The solution to the problem can be you can permit employees to make calls after dialling a secret code. Upon dialling the secret code they will get dialling access. Thereafter he can make either official calls or personal calls from any extension. The calls made with duration against each employee can be logged with the latest devices available and in the event we observe that he makes calls to a particular number (personal call) numerous times then we can counsel the employee if he is found misusing the facility. On some occasions there may be an emergency in the family and it may warrant him to call up his residential number quite frequently and this cannot be considered as a violation


From India, Madras
Its a sign of fear to control and a sign of strength to share the power to decide . The choice is yours .
If you are keen on building engagement in your employees , focus on the areas that will strengthen them rather than weakening them with restrictions!

From India, Mumbai
To my view, we are concentrating on wrong priorities. When STD calls were restricted to few numbers, there were many who would make such calls. When STD calls were released to all numbers, there was initially a spurt but over a period of time, the bills started reducing. Mobile communication is for communication. As one contributor mentioned, over a period of time, the individuals themselves shall stop calling and cutting incoming personal calls faster. Let us look for efficiency and productivity improvement and not dissipate our energy on such matters.
warm regards
Lt Col (Retd) RVS mani

From India, Chennai
Dear All,

I am working as a HR in a BPO company , I have joined recently and here also they are following the same procedure. They do not allow the mobile phones inside the office premises and employees are supposed to leave their phones at reception before entering the office and its a token system here , token will be given and during lunch break they can use their mobiles after that again they have to submit their mobiles at the reception. After office hours they will collect their mobile.

Like this so many strict rules are being followed here. All employees are supposed work for 9.30 hrs in day and except lunch break for half an hour not even single break will be given, 6 working days in a week.

If work is more they have to work on Sunday also and no OT will be paid and they cant take comp off leave also. If they take leave salary will be deducted and employees are not supposed to take any leaves either in probationary or after confirmation , if they take any leave salary will be deducted for the same.

Please suggest me on this......

From India

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