Anonymous wrote:

Anonymous wrote:My work email is only on my Blackberry. Only my personal email comes to my iPhone. My iPhone is not secure enough for work email. I wouldn't mix the two.

This sounds like shilling for Blackberry (aka "RIMming"). At one time BB was considered to have a security edge but no longer. I read that in the last year or so the White House has allowed staffers to use iPhones for work email.

Yes. Several government agencies issue iPhones now. If using a personal iPhone for both, it's not difficult to keep work and personal email, calendars, etc. separate.

Anonymous wrote:

Anonymous wrote:My work email is only on my Blackberry. Only my personal email comes to my iPhone. My iPhone is not secure enough for work email. I wouldn't mix the two.

This sounds like shilling for Blackberry (aka "RIMming"). At one time BB was considered to have a security edge but no longer. I read that in the last year or so the White House has allowed staffers to use iPhones for work email.

My point was that the two data streams should be on different devices.

Anonymous wrote:

Anonymous wrote:OP, if you don't want to be the one to make a stink, you could just tell them that you don't have enough data coverage to handle work email. that way, they should get the hint that if they want you to have it, they should pay for it.

This is a good strategy.

Passive aggressive as hell. Just say you're not paid to work out of the office and will not pay personally to receive work emails. The employer should get the employee a smartphone at its expense if review of work data after hours is expected. Done.

Anonymous wrote:

Anonymous wrote:My work email is only on my Blackberry. Only my personal email comes to my iPhone. My iPhone is not secure enough for work email. I wouldn't mix the two.

How does any of this apply to OP, who a) does not have a work-supplied phone and b) doesn't seem to care about security?

Ok, I misread. Why would receiving/commingling work email with personal email/personal cell phone ever work? Why would an employer even float that idea? It's wrong from so many angles.

"I don't have a data plan". Do you have a home computer, though? Check once in a while from there.

Anonymous wrote:My work email is only on my Blackberry. Only my personal email comes to my iPhone. My iPhone is not secure enough for work email. I wouldn't mix the two.

This sounds like shilling for Blackberry (aka "RIMming"). At one time BB was considered to have a security edge but no longer. I read that in the last year or so the White House has allowed staffers to use iPhones for work email.

I have been wondering about a similar yhing - since when has it become mandatory to reply to work emails on the weekend or on vacation? I always do this and now i feel stupid for setting this as a trend. I didnt reply a few times and my boss mentioned in meetings in front of others that i hadnt been involved since i didnt answer on the weekend. I put in more than 100% all week, stay late, am always there but on weeekends want to be 100% with my child. OP all i can say is that do not start this trend. If ou do it is very very difficult to get out of it. The expectation will be that you always have to answernand you are a slacker if you dont. And btw i always answer emergency questions and am talking about things hat can wait till a weekday!

My company is about to limit our cell phone policy. I have been reimbursed for my cell service up to now and when the new policy goes into effect will not. This thread has me thinking that maybe I should remove my work email and/or limit my data plan to save some money.

At my company, most employees (my department included) are provided a company phone because we are expected to be reachable after hours. 99% of the time, we don't need to respond to anything after hours. Like your company, emergencies (for my department at least) are rare. However, we are given the option, if we don't want to carry two phones, to set up our work email and have our work number forwarded to a personal phone, and we are reimbursed a portion of our data plan. I chose this option because, quite frankly, I don't get that much work email. I do not respond to emails while on vacation, but I do generally monitor.
OP I don't think it is unreasonable for you to not add work email to your personal phone, especially if they aren't reimbursing you for data. I would do what PP suggested and say that you don't have the data for it, and they can either offer you a separate phone, or money to increase your data, if they want you available off hours.

Where did the other employee obtain your personal cell number?

When people ask me for that I tell them it is a personal number.

Anonymous wrote:
OP, if you don't want to be the one to make a stink, you could just tell them that you don't have enough data coverage to handle work email. that way, they should get the hint that if they want you to have it, they should pay for it.

++

No one is required to have a personal cell phone. I don't have a smart phone. You could just 'break' your phone and decide not to replace it.

Anonymous wrote:I think you need to realize that this is the way the workplace operates now - that work is part of your life 24/7. And very few people get paid enough to deal with it in the grand scheme of things, except our Big Law Partners (who themselves are probably doing conference calls from their vacation spots in Bali at 4 am).

If you have trouble with your compensation, it is time for you to look for a new job. Otherwise, it sounds like your directors may someday realize that you are a employee that is not willing to put in extra effort for them. You will probably need to leave at some point anyway if you cannot adapt.

Totally agree with this. If you are in a management role, then accessibility outside of the office is the norm these days. I too am in a management position in a small association (smaller than yours), and this is the expectation. Our company, however, provides a monthly stipend to management level employees who use their personal phones for work purposes. If you are a strong performer, I suggest you go to your next review with a list of your rock star accomplishments, a current (or modified) job description that clearly lays out what you do, industry benchmarking data as to what the typical compensation is for your position (ASAE publishes one each year with data for a multitude of positions in all size associations), and a proposed compensation plan that includes a stipend for cell phone.

In my experience, smaller companies (esp non-profits) tend to not invest a lot of time/resource in human capital management (they're often in survival mode) but they also hate to lose good employees because just one vacancy can be crippling. If you make it easy for them to address your concerns and demonstrate leadership in managing your career, you might just get what you're seeking...or at least get closer to where you want to be. If they say no, then you look elsewhere for a new opportunity.

Anonymous wrote:

Anonymous wrote:OP, if you don't want to be the one to make a stink, you could just tell them that you don't have enough data coverage to handle work email. that way, they should get the hint that if they want you to have it, they should pay for it.

This is a good strategy.

+1

HR sounds incompetent. They need to reimburse you for "supplies and equipment" required for the job--legally, even. Those olks who are"volunteering" their phones are essentially paying your office. Stupid.

Anonymous wrote:OP, if you don't want to be the one to make a stink, you could just tell them that you don't have enough data coverage to handle work email. that way, they should get the hint that if they want you to have it, they should pay for it.

This is a good strategy.